Effective Leadership for Employee Performance

The assignment delves into the crucial role of managers in fostering a positive work environment that promotes employee effectiveness. It emphasizes the importance of creating an atmosphere where employees can thrive and contribute their best to the organization. The text discusses various leadership approaches and explores how cultural intelligence and shared leadership contribute to successful organizational outcomes.

Culture change

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................4
TASK 3............................................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................8

INTRODUCTION
In every organisation leadership and cultural effect the performance of employees within
the organisation. Leadership and culture help to enhance the skills and ability of individual to do
certain task and activity. So, organisational culture should be strong and clearly explained to
employees to maintain the good environment in company. Leadership is ability to motivate and
inspire the employees to achieve the specific target as without motivation or leadership
employees are not able to perform effectively in the organisation (Anderson and Anderson,
2010). Mainly culture means beliefs value, norms and behaviour which are commonly shared by
employees and managers within the business environment. Meat pack is family owned business
who have 27 year's experienced in prepared meals, fresh soups, and meat products. The company
is situated in Australia whose CEO and founder, Derek Bison, who is 4th generation of his
family.. This report is about the changes take place in the meatplace company such as change in
leadership cultural and performance. Also, discussed about appropriate approach for the
business organisation.
TASK 1
Appropriate approach
Bison should be taking more hands off approach to the business for the growth and
development because, In hands on manager is highly active and involved in all work that is
similar to his employee's work (Ang and Van Dyne, 2015). The founder of company bison has
supported an open communication with his employees and team to find out the problems and
issues. So, this approach help him to make their business successful. The hands on manager will
take time out to associates to coach his employees and invested in their progress. This approach
will be helpful to basin to never separated himself from day to day operations of the company. In
hand on basin can keep motoring the performance of employees in the organisation and regularly
provide feedback. They are well aware about the difference between tanning, coaching and
teaching. In meatplace company hands on management help to considered to contribute and
support in the efforts of works. These manager are always try to evaluate the performance of
employees and take appropriate action to enhance the skills and abilities of employees. Also,
continuously monitoring all the operational activities of employees and than provide effective
training to them according to the need of training. Every organisation can reach at peak point by
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using this approach effectively and efficiently in their company (Caligiuri and Tarique, 2012). It
help meatpack to know the needs and requirements of employees and customers by continuously
communicating with them. Being a manager is much more than just giving orders to people what
to do. The strong manager is being able to select right approach to deal with their employees as
well as with their problems. Every organisation spend millions on training and development to
enhance their skills and knowledge so that they can easily attain the organisational goals and
objectives.
Hands on approach: This is one of the oldest approach which is used by many organisation to
enhance their employees and business performance. By using this style manager can involved
himself in all activities and task of organisation which help him to make good strategy and plan
to grow their business at next level of growth (Carter, and et. al., 2013). The manager with this
style make communication with their employees and make them comfortable so that they can
also communicate with manager. This approach is useful to find out problems easily by giving
feedback to employees and by taking feedback from employees regarding performance of
organisation. In every organisation hands on approach play very important role in success as
manager use this approach to enhance the performance of employees as well performance of
company. The meatpack company should use this method in their company to grow their
business at next level of growth by making appropriate positive changes within the organisation.
Continuous positive change is must in organisation to make their business successful in business
market place.
Benefits of hands on:
 It help to give best idea from customers point of view as well as employee's point of view
to manager which help will be helpful in planing and strategy making process (Certo,
2015).
 It provide full detail about the operations of business which help manager to gain more
information and understanding about their business.
 They are down to earth personality which help to connect them with their employees,
customers, suppliers and clients.
 The hands on manager knows the importance of employees within the organisation and
treat them as assets of the company.
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 The manager with this style always try to make some training and development programs
for their employees to enhance their skills and ability so that they can give their best to
achieve organisational goals on specific period of time (Chhokar, Brodbeck and House,
2013).
 This approach also play very important role while making policies, plans and strategies
for the organisation because it help to know the perceptions of customers and employees.
 The manager of this style always provide training and development programs to their
employees according to their need of improvement area. As, time to time training is
important in organisation to enhance the skills and knowledge of employees. Employees play most important role in success of organisation, the manager of this style
always try to fulfil the needs and requirements of their employees so that they can make
full focus towards the organisational activities (Colquitt, et. al., 2011).
Hands off approach: This is not appropriate approach for meatplace company because it can
make the manager overconfident towards ability of employees and his team members. Some of
the manager with this style loose control of their employees which is most weakest point of this
approach. These kind of manager are unable to monitor their employees and team member. Also,
they do not have state at the advance lines of the organisation much which means lacking out
some small information of business which is very important for survival and growth of business.
This method is not useful for handling problems and challenges within the organisation due to
which the company face recession time. Employees feel fear while talking to manager as there is
no good communication between manager and employees.
Disadvantage of hands off:
 It is not useful for long term growth of organisation as they do not encourage their
employees on continuous basis to enhance the skills and ability. They get over-confident
regarding the ability of employees to perform task that their employees can handle more
work but in reality they can't do.
 They also face some difficulty and problem while guiding their employees successfully.
The hands off manager are not able to set target for their employees within the
organisation (Goetsch and Davis, 2014).
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 The hands off approach is not appropriate method for meatpack company as they are not
good to encourage employees to do work effectively and also do not know how to guide
employees.
 The manager of this style don't create good environment for employees to perform well
in the organisation.
 In this style manager do not communicate with their employees and sometimes he have
no idea about the running task and activities within the organisation (Kim and Van Dyne,
2012).
So, Bisan should select hand on management approach to grow their business successful in
business marketplace. It is best method which help him to switch his business from red
(aggressive/defensive) to green (passive/defensive). Which help to enhance the business level
and employees performance by providing them effective and positive working environment.
Positive work environment is much important for employees to perform well in all task and
activities. As, Bisan( founder of meatpack) want multiple division within the organisation such
as finance, IT, production, management and investment which help them to work effectively
according to the departments. This hand on method help manager to face challenges and problem
easily by leading good team members. The company create top- down environment for the
managers of the company to reached at peak level successfully by communicating with every
level of member.
TASK 2
Change is the only thing which is constant in a business environment. Change is helpful
for business to grow (Kocolowski, 2010). The management plays a crucial role in the
organisation. It helps in devising new plans, techniques and approaches of successful
accomplishment of task. The change in the leadership is one of the biggest change in the
organisation. The MeatPack have been through the two major changes i.e. changes in leadership
and changes in the cultural and performance changes. Mr Derek Bison was the former CEO of
the company who was the fourth in line to fill the position. The sales revenue of the company
was AUD$300 million and the company is aiming to touch a billion $ mark.
To facilitate growth in the organisation the company needs to incorporate many changes
in the organisation. Bison was struck on developing the senior strategy team to develop ways to
accomplish the aim of the company (Parkay, Stanford and Gougeon, 2010). He was focused on
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developing an effective strategy team for this task he even joined a coaching company to
understand the mindset of people and the ways to influence it. This helped the team members of
the senior management team gain a lot of perspective.
The introduction of Human Synergistics Circumplex helped him identify the aggressive
behaviour of the people working in the company. This techniques takes into account 12
behaviour and categories them onto three colours:
 Red (Aggressive behaviour)
 Green (Defensive behaviour)
 Blue(Constructive behaviour)
The results of this techniques helped him assess the need of change in the organisation.
The need was to shift the structure from hierarchical to horizontal. To Incorporate such changes
there needs to change in the Human resources department, consultation and senior management
of the company.
Changes are difficult they disrupt the monotony of the employee and can lead to
dissatisfaction as well. The leaders struggle in the transition as well. The Bison facilitated open
communication between him and the senior management which couldn't accomplish its goal as
some members were afraid the question the decision taken him. This fear stops the senior
management from contributing in the decision making and providing constructive inputs. The
management wanted the senior most person to be more accountable and should involve the
employees views in the policy and before adopting such major changes in the organisation
(Nahavandi, 2016). The another most crucial factor which hinders the growth was the attrition
rate of the senior personnels. The former management people who were performing competently
were fired by the CEO. The company is about to face some major structural changes and the
leader is focusing on forming a group of CEO which will result in contradictory approaches and
confusion in the mind of employees. The employees are expecting a way more decentralised
system in the company which provides them with the ability to use their skill and competency in
fulfilling the objectives.
The change in the senior management was not effective at all. The organisation has
suffered a worthless transition which will result in dissatisfaction of employees and hindrances in
achieving short term goals. Mr Bison was rigid and was focused on exercising his power in the
operations. His involvement in the organisations functions stops the employees to make
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decisions and to exercise power. This further led to the rise of a situation of fear among the
employees. The high turnover in the workforce makes employees question their job security in
the organisation. In order to achieve the successful transition the current CEO should reduce his
involvement and focus on a more decentralised system in the organisation (Popa, 2012).
In order to achieve a successful change in an organisation. The leader should manifest a
model that the employees want to see. This means that the employees feel the need of a change
and wants to introduce that in the work environment for effective and efficient functioning of
business. The another factor that can be done is form a decentralised system of power so that
each employee is equipped with a balance in the authority and responsibility. The leader should
involvement the senior personnel and mangers in the process of decision making or formulating
policies so that they feel involved and committed to the company. The decisions a company
makes have a direct relation with the employees so it is crucial to understand their view point.
The employees sometimes feel that the work they are doing prior to change is worthless so an
effective leader must communicate the value of their work along with the justification that the
changes introduced are for the welfare of the whole company.
TASK 3
The organisational describes the relation between senior and their subordinates.
MeatPack's structure is flatter which means there are very less number of layers (Sam, et. al.,
2012). The company with large turnover of AUD$300 million should not adopt for such flat
structure as it involves the influences and decision making of the senior management in all the
tasks and operations. The decisions in this structure can be made promptly but there is no span of
control of managers and fewer opportunities for promotion.
The company has introduced an Enterprise Resource Planning which is a software used
to integrate the various divisions of the organisation into one. This system focuses on achieving
the targets in a more efficient and structured manner. This have brought positive changes in the
working culture of the organisation as it facilitates effective communication between the various
divisions of the business. The former approach was aggressive as well as disruptive. The latest
approach was the top-down approach in which the the decision or the communication begins
from the top management and ends the employees or the labour. The managers in the
organisation are given the task of recruitment and appraisal and provided with ample of
opportunities to lead (Whitmore, 2010). The emotional bonding with such people stops the
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mangement from firing many people. The cultural environment of the company is very stable
and harmonious as there have been no reports of cultural conflict between the employees. The
labour attrition rate is low but there have been complaints about the physical work environment.
The workforce comprises of people having 6-10 years of experience. The internal environment
of the company is very cordial and trustworthy as they believe that the changes have been
introduced keeping in mind the best interest of the people. This shows that the majority of the
people are comfortable in the working environment.
One of the reason of the positive work environment is the mode of recruitment. The
employees are recruited through word of mouth which is the most cost effective mode of
recruitment and the recruits are the friends and family of the existing employees. Along with the
recruitment the company have a very developed training program which provides an employee
with numerous opportunities to grow. The provision of leadership skills is the prime focus of the
CEO.
The changes in the structure and leadership helped the managers to become leadership
which means better involvement with the employee for resolving their problems and looking for
better techniques and approaches. Bison trained its line manager and attract and retain the best
and remove the non performing one. This modern approach helped in better integration of
managers with the employees.
The task can not be completed without the some obstacles on the way. The involvement
of the mangers at a deeper level develop friendliness among the employees which led to
unsuccessful accomplishment of goals. The another change which is faced by the organisation is
regarding the shift timings. Bison wanted a gap between the shift timings so that the workers can
discuss what is to be done in the next shift. Which resulted in extra pressure for the people to
accomplish the daily task. The most common barrier when it comes to change is the employees
resistance to change. This means that somewhere in the mind employees think that changes will
make their life worse. The change in the culture will have a negative impact on the short-term
goals of the organisation as the employees will take time adjusting to new circumstances.
The MeatPack lacks effective communication in the organisation which means the CEO
will formulate the policies and the rest of the organisation have to follow. This is one of the
worst way to introduce changes in the organisation. The lack of involvement of the employees
creates a situation of panic among the employees as they are not aware of what changes will take
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place and how they will cope with it?. It is an duty of an effective leader to take inputs from
employees regarding change and facilitate effective communication so that they can share their
views and inputs on same,without the fear of being fired from the job. The environment of the
company is honest and trustworthy so keeping that in mind the company should inform them
about the need of a change in an organisation and how it will benefit them. The rigidity is to be
turned into flexibility and openness to change. The management have done an excellent job in
develop their line mangers which will help an organisation overcoming the barriers to change.
CONCLUSION
From the above report it has been concluded that the leadership, culture and performance
have biggest impact over the success and frailer of the company. The MEATPACK company
make changes in leadership, culture and functions of the organisation to get success in the
business market. As, the employees performance and leadership can effect the operations of the
organisation. The overall report comprises the hand off and hand on approaches which is used by
many organisation for effective management according to their requirements and about
leadership changes within the organisation. The meatpack is family owned business whose
founder and CEO is Derek bison. The company operates so many meat products, fresh soups and
also prepared meals. In this leadership theory is used by the organisation to motivate and guide
works to give their best to attain organisational objectives and goals. In every organisation it is
duty of manager to create good environment for employees so, that they can perform effectively
and efficiently and give their best for the company.
REFERENCES
Books and Journal
Anderson, D. and Anderson, L.A., 2010.Beyond change management: How to achieve
breakthrough results through conscious change leadership. John Wiley & Sons.
Ang, S. and Van Dyne, L., 2015.Handbook of cultural intelligence. Routledge.
Caligiuri, P. and Tarique, I., 2012. Dynamic cross-cultural competencies and global leadership
effectiveness.Journal of World Business.47(4).pp.612-622.
Carter, M.Z and et. al., 2013. Transformational leadership, relationship quality, and employee
performance during continuous incremental organizational change.Journal of
Organizational Behavior.34(7).pp.942-958.
Certo, S., 2015.Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Chhokar, J.S., Brodbeck, F.C. and House, R.J. eds., 2013.Culture and leadership across the
world: The GLOBE book of in-depth studies of 25 societies. Routledge.
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Colquitt, et. al., 2011.Organizational behavior: Improving performance and commitment in the
workplace. McGraw-Hill Irwin.
Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Kim, Y.J. and Van Dyne, L., 2012. Cultural intelligence and international leadership potential:
The importance of contact for members of the majority.Applied
psychology.61(2).pp.272-294.
Kocolowski, M.D., 2010. Shared leadership: Is it time for a change.Emerging Leadership
Journeys.3(1).pp.22-32.
Nahavandi, A., 2016.The Art and Science of Leadership -Global Edition. Pearson.
Parkay, F.W., Stanford, B.H. and Gougeon, T.D., 2010.Becoming a teacher(pp. 432-462).
Pearson/Merrill.
Popa, B.M., 2012. The relationship between leadership effectiveness and organizational
performance.Journal of defense resources management.3(1).p.123.
Sam, et. al., 2012. Owner-managers of SMEs in it sector: leadership and company performance.
Whitmore, J., 2010.Coaching for performance: growing human potential and purpose: the
principles and practice of coaching and leadership. Nicholas brealey publishing.
Online
What’s Your Leadership Culture?. 2017. [Online]. Available
through:<https://www.ccl.org/articles/leading-effectively-articles/whats-your-
leadership-culture/>. [Accessed on 9th October 2017].
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