Bachelor of Applied Management

This paper discusses the motivational theories, leadership styles, change management, and planning at Simunovich Olive Estate and Zespri. It covers Herzberg two-factor motivational theory, McClelland Need for affiliation, achievement, and power theory, democratic leadership style at Zespri, and charismatic leadership style at Simunovich Olive Estate. It also discusses the change management strategies and planning process at both companies.

Running Head: BACHELOR OF APPLIED MANAGEMENT 0
BACHELOR OF APPLIED MANAGEMENT
(student name)
11-28-2018

BACHELOR OF APPLIED MANAGEMENT 1
Contents
Question and Answers.......................................................................................................2
1.1..................................................................................................................................2
1.2..................................................................................................................................2
2.1..................................................................................................................................4
2.2..................................................................................................................................4
3.1..................................................................................................................................6
3.2..................................................................................................................................6
3.3..................................................................................................................................7
3.4..................................................................................................................................7
3.5..................................................................................................................................8
4.1..................................................................................................................................8
4.2..................................................................................................................................9
4.3................................................................................................................................10
4.4................................................................................................................................11
4.5................................................................................................................................11
References.......................................................................................................................13

BACHELOR OF APPLIED MANAGEMENT 2
Question and Answers
1.1
Simunovich Olive Estate limited is a company that is producing olives in a large
area, and are producing extra virgin olive oil, and beauty skincare ranges of products. In
order to motivate employees to perform up to their efficiency, one of the suitable theory
is Herzberg two-factor motivational theory (Brenner, 2015).
Frederick Herzberg propounded two-factor motivational theory. According to this theory,
there are two main factors, which are responsible for the motivation of an individual to
perform in an organization
 Hygiene factors- these factors are the basic requirement without, which working
is not possible in an organization. For example, organizational positive culture,
basic facilities, and a base salary, security in the job, overtime payment, and
leaves. Moreover, working conditions play an important role in these factors.
These are the factors responsible for dissatisfaction, and unhappy individual, if
not available. These factors are required to ensure if employees are not
dissatisfied
 Motivational factors- these factors are those, which are responsible for the
improvement of work by the employees of the company. For example, rewards in
form of incentives, and recognition. Incentives can be in form of a bonus that is
the financial incentives. Some are non-financial incentives like a holiday, an
award in the meeting, recognition publically. These factors are responsible for the
enhancement of satisfaction of employees and work beyond their expectation.
These factors are required to ensure if an individual contributing to the
organization is satisfied with the organization. Both factors are important to make
human resource work well for the organization (tankonyvtar, 2018).
1.2
McClelland Need for affiliation, achievement, and power theory is another theory of
motivation that is suitable for “Simunovich Olive Estate limited.” This theory is built upon
the concept stated by Maslow’s with some up gradation. This theory is also known as

BACHELOR OF APPLIED MANAGEMENT 3
“Learned Needs Theory.” As per this theory, three major motivating factors are
responsible for performance improvement of employees in the organization.
 Achievement- this factor is needed to accomplish pertains to an individual need
for mastering of skills, significant success, higher standards. External and
internal drivers influence these needs. If an individual has low achievement need,
this means that the person is not willing to take risk of failure and is not influence
to take up the difficulty and wish to avoid risk. Moreover, if a person is high
achievement need, then they are willing to take risk of failure but want to work for
difficult and challenging things and choose the optimal task.
 Affiliation- these motivating factors are considered by some individual, this
include need for belonging, relatedness, and love. These individual have a need
for friendship, a belong to social group, love, kindness, and friendly environment
to work for. These people need more of warm interpersonal relationship. In order
to motivate such people, the best way is to prove support and security in the
organization.
 Power- this factor of motivation is needed to have control over others. This
includes an individual with a strong need to succeed in their opinion, control, and
influence others. These are willing to lead a team and do work to increase
productivity (Craig & Dibrell, 2014).

BACHELOR OF APPLIED MANAGEMENT 4
2.1
Zespri is a company that is owned by New Zealand former of kiwifruit producers,
and cooperatively controlled by growers. This is one of the greatest kiwifruit marketers
worldwide, trading in more than 54 nations and managing 30 % of trade volume
globally. This is a company, which is taken for an understanding of leadership style
(zespri, 2018).
Dan Mathieson, considered being the leader of the company, designated as CEO
of the company. The leadership style is democratic leadership style (zespri, Dan
Mathieson appointed as new Zespri Chief Executive, 2018). As already discussed, the
company is running cooperatively by the formers. According to this leadership style,
before taking any decision all the stakeholders are consulted and given due importance
to the viewpoint of all staff in the organization. Before making any decision, all the
producers of kiwifruit are consulted, and considering their view and agreement to a
point, the decision is made (zespri, home, 2018)
2.2
Chief executive officer of Simunovich Olive Estate is Donna Simunovich, leader of
the company. The leadership style of Donna is considered a charismatic leadership
style, due to the characteristics he has. These qualities include communication skills,
positive body language, maturity, self-improvement, sense of humanity, compassion,
self-monitoring, existence without substance, and listening skills. These qualities clearly
reflect him to be a charismatic leader (tec.com, 2018). This can also be justified
through his performance in the company, like:
 Application of innovative idea into the product ranges of the company for the
growth of the company. This is one of the most essential aspects, which is
required in the company to grow and gain a competitive advantage. The new
product development, which includes hair care and skin care products
 Through his self-monitoring and self-improvement skills, Donna was able to
utilize the resources optimally to gain maximum potential out of that.

BACHELOR OF APPLIED MANAGEMENT 5
 A team was created by him, which was responsible for an overall check of
harvesting plants, and monitoring includes the inspection of leaves in case of
humidity or any infection, it has to be cured immediately (Miner, 2015)

BACHELOR OF APPLIED MANAGEMENT 6
3.1
A delegation of the authority takes place in a unique way at Zespri. This is done in a
hierarchal order that is the top-down approach in the organization. The top manager
delegates the authority and responsibility to the leaders based on regions, and
department like marketing department, quality check department, monitoring team. The
company can implement delegation through the following process:
 Prepare- delegating plan is been prepared at this stage to make it more
structured
 Assign- the authority and responsibility is assigned to the respective person as
per its capability
 Confirmation of understanding- this can be done to ensure if each person has
understood their responsibility properly
 Confirmation of commitment- this can be conducted to confirm if the person is
committed to the delegated authority
 Avoid reverse delegation
 Ensuring accountability – the accountability of individual to perform the task
effectively and on scheduled time is ensured (fastcompany, 2018)
3.2
There are various areas where the change has brought in the company Zespri. The
major change aspect was with the new organic range of kiwifruit in green and gold kiwi.
For this, a separate team of monitoring is been made and the resources are recycled
(zespri, Organic, 2018). The change can be done by following three steps of change
model propounded by Kurt Lewin. These steps involve:
 Unfreezing- this is the most crucial step in this change process, in the
organization many formers are involved and to bring change in the process of
production of fruit by every former, it has been observed that communication is to
be most effective. Because the barrier to communication is location, the formers
are separately located and need to work in a corporative manner. The change is
to be understood by them to avoid resistance to change (Ali & Hussain, 2016).

BACHELOR OF APPLIED MANAGEMENT 7
 Changing- this stage involves an actual change in the production process, where
the fertilizer used is organic, and the resources used are recycled. Moreover, a
completely new team is created to monitor the quality of the product produced
 Refreezing – the change brought has to be permanent in nature. It is to be a
check that the change is kept all the way afterward as well (Ali & Hussain, 2016).
3.3
Whitewater is one of the popular metaphor to understand change. As the
whitewater, is an ongoing raft that is navigating a river, it is believed that the change is
continuous in nature, because the environment is unpredictable and very dynamic, and
so the change is going on.
Consider this; the change in Zespri is also continuous in nature. The environment
in which the fruit is producing is dynamic, and the quality of the crops largely depends
upon the weather and by continues monitoring, the changes are also made continually.
The fertilizer is changed as per the requirement, and the farmers face constant change,
stability, broadening of chaos and predictability along with the managers of Zespri
(Seatter & Lozano, 2015).
3.4
The reasons for the need for innovation and change are various external factors;
these factors could be the change in technology, economic shock, competition, social
factors, legal factors, and political factors. The main two factor that is responsible for the
change in Zespri is environmental factors and social factors.
 Environmental factors- the climate is very much responsible for change and
innovation in Zespri, as it keeps on changing and so is the quality of the product
produced by the farmer. Moreover, since the resources to be sustainable, need
to be protected for the future generation. For this, recycling has been introduced
in the production procedure
 Social factors- this includes the influence of people to use more natural and
more organic form of fruit. The social factors lead Zespri to shift the production
towards the organic one (businessmapping, 2018).

BACHELOR OF APPLIED MANAGEMENT 8
3.5
Change in human resource, that is the recruitment of new employees and
change in position of existing employees is major change considered at Simunovich
Olive Estate. This change needs to be tackled by managers of the company for better
flow of a process of work. Since change usually brings resistance among the existing
employees, these need to be handled with appropriate strategies. For example, at the
time of introduction of new product range, the introduction of crop monitoring team or
introducing a new restaurant, the need to change in human resource become essential
(Brfidgman & Brown, 2016).
The major strategies that Simunovich Olive Estate managers adopted for change
management were:
 Induction training- this is the training provided to the person that is been recruited
to the company. At this training, the person enters the company is been briefed
about the organization, and its rule, regulation, and policies. Moreover, the
person is introduced to the existing employees of the company, this is done to
make him or her comfortable, and for the existing employees to know them so
that they are friendly and supportive with a new person. Moreover, in case of a
change in the position of an employee, the employee through training is
introduced to its new job, and work. In case of any gap in their competencies,
further training is provided (Pyka, 2017).
 Incentives – proving non-financial and financial incentives are provided to the
employees to motivate them to work and do no resistance to change (Raban &
Ritcher, 2015).

BACHELOR OF APPLIED MANAGEMENT 9
4.1
There is a various aspect of the organization where planning is required. At
Simunovich Olive Estate, product innovation is one such area is identified, where
planning can be conducted. For this, the following stages of the planning process are
followed:
Stage1- need identification
The need for planning at a specific area and required action to be taken are identified,
which is innovation in existing products (Miner, 2015)
Stage2- objectives
The objective could be sustainability in a competitive industry, for the identified area
Stage3- premise development- development of future requirement assumption is
done at this stage
Stage4- alternatives identification- alternatives like a change in formula, in skin
care products as if the gel-based product can be one of the alternatives
Stage5- alternative evaluation- all alternatives are evaluated, that is they fit the
situation and as per the resources available
Stage6- alternative selection- the most appropriate alternative is selected to be
executed
Stage7- supportive plan- to support the major plan, a short-term supportive plan
is created
Stage8- plan implementation – lastly, the plan is implemented
4.2
Two major types of plan suitable for Simunovich Olive Estate are the operational
and strategic plan. There are vast differences in both types of planning, which are as
follows
Strategic plan Operational plan

BACHELOR OF APPLIED MANAGEMENT 10
 This plan is conducted and
executed by the top management
team of Simunovich Olive Estate,
that is chief executive, company
directors
 This include production of Olives,
with maximum potential using
resources optimally
 This type of plan is basically
providing goals, or mission for the
organization, according to which
bellow top-level managers will
work
 This plan is conducted and
executed by middle-level
managers and executed by low-
level managers and employees
 The task included in this plan is
resources available and require
achieving the strategic plan, the
process for accomplishment, and
schedule to complete the task.
 This plan is basically following the
guideline or plan provided by the
top management and create a
support plan for the same to
achieve that mission of the
organization
4.3
Simunovich Olive Estate can use strengths and reduce weakness to gain
opportunity and avoid threats to aid strategic planning process. The process of strategic
planning includes five steps, which are Situation analysis, Direction, Alignment,
Execution, and Evaluation. For this, process the SWOT analysis of Simunovich Olive
Estate is:
Strength
 The management of the quality of the monitoring team is the strength of the
company
 Location of Simunovich Olive Estate has a suitable environment for olive
harvesting
Weakness

BACHELOR OF APPLIED MANAGEMENT 11
 The chances of damage of crops are very high, this could be a due change in
weather like humidity and leaves infection like fungus. This is one of the major
weakness of the organization
 Production cycle from cropping to product manufacturing is very long, which is
another weakness of the company
Opportunity
 Technology advancement, the technology needs to be upgraded for the growth
of the company and sustainability
 Product innovation or new product development can be an opportunity for the
company
Threats
 Lower Demand
 Change in climate (Craig & Dibrell, 2014)
4.4
In all the organizations, controlling is very necessary. The crop-monitoring program
is one of the key areas to have control at Simunovich Olive Estate. This is because it is
essential to have an eye on the quality of the crop. Therefore, control is required for this,
which can be done through the following steps:
 Stage1 – risk assessment
For this step, initially, the area of risk is analyzed, such as crop failure due to
infection is analyzed. This risk is to be mitigated before it occurs or in the case
starts to occur. For which continuous monitoring is required.
 Stage2 - implementation, and communication
The mitigating strategies are implemented. In addition, all the situation and risk
observed is communicated to the employees so that everyone can do something
on their hand to control this.
 Stage3 – monitoring
At the last stage, it is kept in check if the implementation is working for the
circumstances, and more risk is not analyzed. This means, the actual

BACHELOR OF APPLIED MANAGEMENT 12
performance is compared with the standards and deviations are controlled
(diversityworksnz.org, 2018)
4.5
Concurrent control
 This control is done after the performance is completed, to ensure if there is any
variation in planned performance and the actual result
 Simunovich Olive Estate, this control is done in the form checking the quality of
the olive harvest. while (Kerzner, 2017)
Feedforward control
 Also known for preventive control
 A control that is done well before the conduct of the activity.
 This is to prevent the variation or any damage.
 The control-monitoring program is one of the feed forward control for Simunovich
Olive Estate. The control is done before crops are damaged by observing leaves
healthiness

BACHELOR OF APPLIED MANAGEMENT 13
References
Ali, M., & Hussain, S. (2016). Kurt Lewin's change model: A critical review of the role of
leadership and employee involvement in organizational change. Journal of
Innovation & Knowledge, 1.
Brenner, S. (2015). Leadership style and the process of organizational change.
Leadership & Organization Development Journal, 2-16.
Brfidgman, T., & Brown, K. (2016). Unfreezing change as three steps: Rethinking Kurt
Lewin’s legacy for change management. human relations, 33.
businessmapping. (2018). 5 Effective Change Management Strategies. Retrieved from
businessmapping: https://www.businessmapping.com/blog/5-effective-change-
management-strategies/
Craig, J., & Dibrell, C. (2014). Linking the formal strategic planning process, planning
flexibility, and innovativeness to firm performance. Journal of Business Research,
2000.
diversityworksnz.org. (2018). work life balance. Retrieved from diversityworksnz.org:
https://diversityworksnz.org.nz/wp-content/uploads/2016/08/WLB15-Vodafone-
WLB-Approved.pdf
fastcompany. (2018). 6 Steps For More Effective Delegation. Retrieved from
fastcompany: https://www.fastcompany.com/3006643/6-steps-more-effective-
delegation
Kerzner, H. (2017). Project management: a systems approach to planning, scheduling,
and controlling. John Wiley & Sons.
Miner, J. (2015). Organizational behavior 1: Essential theories of motivation and
leadership. London: Routledge.
Pyka, A. (2017). Innovation, structural change and demand evolution: does demand
saturate? . Journal of Evolutionary Economics, 337.

BACHELOR OF APPLIED MANAGEMENT 14
Raban, D., & Ritcher, G. (2015). Studying gamification: the effect of rewards and
incentives on motivation. In Gamification in education and business, 21.
Seatter, C., & Lozano, R. (2015). Teaching organisational change management for
sustainability: designing and delivering a course at the University of Leeds to
better prepare future sustainability change agents. Journal of Cleaner
Production, 205.
tankonyvtar. (2018). Motivation theories. Retrieved from tankonyvtar:
https://www.tankonyvtar.hu/hu/tartalom/tamop412A/2011-0023_Psychology/
030300.scorml
tec.com. (2018). 9 common leadership styles: Which type of leader are you? Retrieved
from tec.com: https://tec.com.au/resource/9-common-leadership-styles-which-
type-of-leader-are-you/
zespri. (2018). About Us. Retrieved from zespri:
https://www.zespri.eu/en/about-zespri/about-us
zespri. (2018). Dan Mathieson appointed as new Zespri Chief Executive. Retrieved from
zespri: http://www.zespri.com/companyinformation/newsroom/ceo-
announcement
zespri. (2018). home. Retrieved from zespri: http://www.zespri.com/
zespri. (2018). Organic. Retrieved from zespri: https://www.zespri.eu/en/organic-kiwi