Role of Leadership, Motivation and Team Effectiveness in Building Effective Teams: A Case Study of Fit-flop

This report analyses the role of leadership and importance of organisational structure in supporting the effective transitional changes of Fit-flop company. It further studies the importance of motivation in developing effective teams and team development attributes that may contribute to the success of Fit-flop company.

HRM4002
People in Organisations
Case Study - Report and Presentation

Table of Contents
Main body........................................................................................................................................3
Introduction......................................................................................................................................3
Discussing role of motivation and team effectiveness theory for building effective teams :.....7
Conclusion:...............................................................................................................................11

Main body
Introduction
Leadership is the process of directing and organising the team members in such a way
that it helps the company to achieve its goals efficiently and effectively. Proper leadership is
indispensable for effective team development and to enhance motivation levels of team
members. The report will analyse the role of leadership and importance of organisational
structure in supporting the effective transitional changes of Fit-flop company, which is the
global footwear brand headquartered in Putney, London. In addition to this, the firm has emerged
into a successful shoe empire for women's globally. The report will further study the importance
of motivation in developing effective teams and team development attributes that may contribute
to the success of fit-flop company.
PART 1
Role of the leadership and effective leadership style in reference to Fit-flop:
The leadership is the action of influencing people in order to achieve goals and objectives
of the business firm. Leadership acts as the binding force between organisational and employees
objectives. In context to Fit-flop, the company practices leadership in its day to day operations
by taking consideration of the well being and health of its employees. The following are the roles
of leadership with reference to Fit-flop:
 Setting a clear goal: The most important role of the leader is to set achievable goals for
its team members and influence them to work enthusiastically towards achieving the
common goals of the company. Moreover, the leader is responsible for making blueprint
defining strategies in order to achieve the company's objectives. In context to Fit-flop, the
leader of the company makes a proper roadmap for its team members in order to achieve
organisational goals and objectives efficiently and effectively.
 Organising: The next function of leadership is to assign a task according to the ability
and skills of the employees. This process helps the manager to bring out best potential of
the employees. In addition to this, it also motivate the worker to increase its productivity
level. In context to Fit-flop, the manager of the firm focuses on giving tasks as per the
ability of their employees which helps their employees to unleash their full potential.

 Taking initiatives: The role of the leader is to take necessary steps in the interest of their
team members and organisation. The manager should focus on active participation of its
workers in decision making process that can help in generating innovative ideas and
opinions. In context to Fit-flop, the company has successfully opened effective
communication channels where employees can communicate their ideas and opinions
freely. Moreover, From a recent survey it was understood that 89% of employees are
actively engaged in the companies internal communication process.
 Cooperation among employees: The leader must ensure that the organisation's interest
matches with the employee's interest that can be helpful in achieving full cooperation
from workers. Moreover, It can help the firm to achieve its objectives in appropriate
manner. In context to Fit-flop, the company has adopted feel good strategy for satisfying
the various needs of its employees such as social and financial needs which greatly helps
the company to promote cooperation among employees.
 Motivating workers: The most important role of leadership is to inspire team members
in order to achieve goals of the company. The leader should satisfy diverse needs of the
employees which is necessary in order to realise their full potential. Furthermore, the
manager must also recognize and appraise the efforts of their employee's. In context to
Fit-flop, the firm facilitates friendly working environment which motivates the worker to
perform well on their duties. Moreover, the firm has adopted Feel Good Wheel structure
to enhance their willingness to do tasks.
 Policy building: The leadership process involves building of necessary policies for
smooth functioning of the organisation. The policies generally include rules and
regulations that needs to be followed in order to achieve organisational goals and
objectives. In context to Fit-flop, the manager make policies for smooth operations of the
business enterprise. The opening of communication channels is the policy to enhance
employees participation in decision making.
Different Approaches of leadership:
leadership is an essential process required to lead a group of people in the way to achieve
organisational goals and objectives. The leader is responsible for managing and motivating the
group of people within business entity. The following are the key approaches to leadership
within organisational structure are:

 Autocratic form of leadership: The leaders associated with this style of leadership are
independent decision makers. In other words, the leader doesn't allow their members to
take part in day to day decision making process.
 Democratic leadership:The leaders in this type of leadership provide support and
guidance to their team members. The manager allows its workers to take part and provide
suggestions in day to day decision making of the company. Furthermore, the leader give
recognition to the efforts of its workers which enhances their morale and well being.
 Laissez -Faire leadership: The leaders associated with this approach assign duties and
tasks to its members but are not involved in day to day tasks. In this, the employees are
responsible for making strategies and take actions in their best possible manner.
Moreover, it provides an opportunity for employees to realise their full potential.
In context to Fit-flop, the company practices democratic approach to leadership within
organisational structure. Adopting this approach helps the organisation to take advantage of the
skills and creativity of employees. On the other hand, it helps the employees to utilise their skills
and provides opportunity to achiever their full potential. Furthermore,The company takes care of
personal development of its employees by establishing effective communication channels for
putting their suggestions and ideas. In addition to this, The firm Fit-flop introduced Feel good
champions, who are responsible to explain what we are doing, why we are doing and why its
important which helps employees to make decisions according to goals and objectives of the
company.
Organisational structure and how it helps the firm to support transitional change:
Organisational structure: It is the structural system that defines rules, roles and
responsibility in order to achieve company's goals and objectives. It also helps to know the flow
of information between levels within the company. The following are the types of organisational
structure that provides foundation for the operational activity are:
 Functional structure: This type of structure is also known as bureaucratic organisational
structure and is generally practised by small and medium industries. This structure
divides the company based on specialisation and functions performed by employees. For
example: Finance professionals are placed in finance department of the company.

 Divisional structure: This structure is followed by large corporate giants who have
different business units globally. In this, the leadership team of the company structure its
operations on the basis of products and different projects.
 Flatarchy structure:This type of structure is generally followed among many start-up
business. It provides flexibility to employees for independent decision making by
flattening the level of hierarchy and chain of command within organisation. This
structure provides support to organisation for implementing effective transitional changes
in order to attain organisational objectives.
In the context of Fit-flop, it is analysed that Flatarchy structure can help the company to
implements its transitional changes effectively. This organisational structure will help the firm to
run its open communication channels more efficiently and effectively. Furthermore, It will be
easier for the employees to share their feedback and opinion which will increase employee's
satisfaction level towards company.
Organisational culture and how it may support effective transitional change:
Organisational culture: It defines the behaviour of employees and leader within the
organisational structure. It reflects the company's core values and style of leadership opted by the
organisation. The sound organisational culture helps the firm to achieve their strategic goals and
objectives. The following are the types of organisational culture:
 Adhocracy culture: The organisation which follows Adhocracy culture enjoys flexible
decision making environment and is free from bureaucratic policies. This culture is
suitable for the business conditions where constant improvements in innovation and
technologies takes place in a fast manner. Due to its high focus on innovation building, It
is difficult for the company to implement its transitional changes effectively.
 Clan culture: This type of culture is people oriented which involves putting greater
importance in building relations with employees. This culture helps the worker to achieve
their self esteem that can boost their productivity level and can help realise their full
potential.
In reference to Fit-flop, it is analysed that following clan culture can support the
organisation to implement effective transitional changes. This culture can positively foster active
participation of its employees in decision making process. Furthermore, It can also help the
company to support their organisational structure focused on establishing open communication

channels with their employees. Along with it, It can help the business to increase its performance
level in long run.
PART 2
Discussing role of motivation and team effectiveness theory for building effective teams :
Motivation: It refers to driving force within individuals through which they act in a
desired way that helps in accomplishment of goals and objectives. The leader of the company is
responsible to inspire and energise their workers to work in a desired manner which helps in
boosting overall morale of the company.
Maslow theory of motivation:
The maslow motivational theories presents the tangible and intangible needs of the
employees characterised in a pyramid like way. In addition to this, The fulfilment of the
following needs is essential for the company in order to boost employees motivation to a greater
level. In context to Fit-flop, the company practices this business model in order to identify
various factors that motivate employees to work in their best possible manner.
 Physiological needs: The first and most important needs of the employees is to afford
basic human needs necessary for survival such as food, shelter and clothing. The manager
should satisfy those basic needs by giving good salary which can motivate them to
perform well. In context to Fit-flop, the company introduced feel good factors in order to
satisfy financial needs of the employees. The company is closely working with UK retail
trust to provide assistance and guidance for employees in financial difficulty. Moreover,
It also provide standard pension and other financial benefits to improve overall well-
being of employees.
 Safety needs: The second important need for employees includes protection from violent
and theft activities, health security, job security and emotional stableness. The manager
should ensure positive working environment by making policies regarding control of
violent activities. Furthermore, The manager needs to establish effective communication
channels for providing timely solution of employee grievances. In relation to Fit-flop, the
company provides positive working environment for its employees by adopting open
communication channels in order to identify problems associated with their job and
provide timely solution. Moreover, The company runs various health programs such as

providing seasonal flue jabs, three month free membership to fitness service Move-
GB ,running meditation sessions and a healthy snack for boosting their health and
productivity level.
 Love and belonging needs: The manager should try to build emotional and family like
bond with team members in order to satisfy their love and belongingness needs. In
addition to this, the leader should provide necessary information about company's
objectives and goals to promote their connection with organisation. Furthermore, the
leader should promote participation of workers in decision making process that can
enhance their understanding towards business objectives. In relation to Fit-flop, the
manager promotes friendly environment to support social well-being of employees. The
firm hosts various team bonding events that includes organising summer party and
subsidised outings to open air cinema. Furthermore, the firm has also introduced table
tennis and board games in its head office for improving bonding with team members.
 Esteem needs: It refers to the need for obtaining self esteem and respect within the
company which makes it important for the leader to consider and acknowledge the
worthy suggestions made by them in decision making process. Moreover, the leader
should appraise the well performing workers by providing them with higher positions and
responsibility. In addition to this, it helps the employees to increase their self confidence
which motivates them to work in optimal capacity. In context to Fit-flop, the firm
recognise and respect the idea and thought made by their employees by organising award
functions to acknowledge the work of the worthy candidate which enhances their
efficiency.
 Self- actualisation needs: The most important desire of the employees is to reach their
full potential in the company. The leader should ensure satisfaction of these needs by
providing regular training and skill building programs, providing workers the flexibility
to find solutions of problems and motivating the workers to take part in decision making
process. In context to Fit-flop, the firm help the employees in realising their true potential
by doing surveys to know their feedback about their experience associated with their job.
On the basis of this leader can evaluates their performance and provides more powerful
positions in future. Furthermore, The company provides on-site library in which workers
can think peacefully about the solutions of management problems. In addition to this, it

organises various talk events where employees can share their ideas and point of free
freely.
From the above discussion it is analysed that the company Fit-flop practices various
strategies in order to enhance motivational level of employees. The company ensures inspiring
workers to take part in decision making and also practices various interaction programs which
helps in improving overall well-being of employees. Hence, the motivational strategies of the
firm helps it to develop effective and competitive teams.
Team Development: Teams consists of group of members engaged in order to attain common
goals of the firm. Effective team is crucial for the company to gain competitive advantage in the
market. Furthermore, Team development creates a positive working environment by encouraging
cooperation, teamwork and building trust among team members.
The Tuck-man model is identified in order to study team effectiveness of the Fit-flop
firm:
Tuck-man's model of team development:
This model is developed by Bruce tuck-man in order to identify attributes beneficial for
development of effective teams in the company. This model helps to identify the following five
stages which is crucial for transforming a team into high performing team that can work towards
achieving a common goal of the organisation. The Tuck-man's five stages of group development
are:
 Forming stage : This is the first stage in the process of developing effective teams where
team members are selected in different domains of business enterprise. In this stage, the
goal of team and group dynamics are not yet decided which creates curiosity in the mind
of workers to discuss their individual duties with other team members. Furthermore, this
stage involves establishment of ground rules necessary for development of team. In
relation to Fit-flop, the manager select candidates from a pool of talent present in
different countries of the world. People of different culture posses unique competencies
and talent which helps the company in developing effective team for achieving
organisation goals and objectives in suitable manner.
 The storming stage : It is the stage where members start to know their individual duties
but doesn't know clearly about the purpose of a team. The members of the team start to
communicate their feelings about their job duties and responsibilities. During this stage,

the conflict may often arise between team members due to their different working styles
and ideas. In addition to it, the members can also refuse control by their team leader and
can show unfriendliness. In relation to Fit-flop, the firm lays its focus to control conflicts
between team members as much as possible by introducing feel good champions who
explains to the employees what we are doing, why we are doing and why its important.
 The norming stage: In this stage employees feel that they are part of the team and starts
to build a bond with their team leader and co-workers. Team members starts to respect
each other view points related to how to execute new strategies. Moreover, teammates
posses clear understanding about the purpose of team which motivate them to give
constructive feedback about their work performances. In relation to Fit-flop, the leader
allows its members to involve in decision making process and motivate them to provide
feedback about their job experience by undertaking open communication channel.
 The performing stage: In this stage, The team performance is in robust mode because of
open and trusting atmosphere where flexibility is an important key in decision making
process. Moreover, the teammates achieves self- esteem in this stage which motivate
them enough to solve complex business problems on their own. In context to Fit-flop, the
leader provides enough flexibility and power to their members in decision making
process which helps the employees to work enthusiastically.
 The adjourning stage: This stage is often called mourning stage as the team itself
dissolves after the accomplishment of its project. In this, the team leader conducts the
report card of the year in order to recognise members contributions towards attaining
team objectives and goals. In context to Fit-flop, the leader of the firm analyse the
performance of their team members and ask for their feedback relating to experience
about working in its company.
Conclusion:
From the above discussion, it has been concluded that leadership is crucial factor to drive
motivate level in employees to boost their performance and productivity level. In addition to this,
it has been analysed the role of a leader and its leadership attributes are essential to promote
positive working environment within the company. Furthermore, It was concluded that flat- arch
organisational structure and Clan organisational culture are effective in supporting transitional
change within the organisation. Moreover, it has been concluded that motivation is an important

factor to build effective teams by undertaking maslow's theory of motivation. Furthermore, tuck-
man's model of team development process is analysed.

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