Case Study Report and Presentation on FitFlop: Leadership, Organizational Culture, and Team Building

This report discusses the role of leadership, organizational culture, and team building in the success of FitFlop, a company that deals in stylish footwear. It analyzes the company's hierarchical organizational structure and role culture, as well as its participative leadership style. The report also evaluates motivational theories such as Maslow's hierarchy of needs and Herzberg's two-factor theory, and identifies the attributes of an effective team. Finally, the report discusses Tuckman's theory of team building and how it applies to FitFlop.

People in the
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Table of Contents
INTRODUCTION ............................................................................................................................3
Justify role of the leadership that exist in organisation and how the culture and structure of the
organisation support the effective transitional change..................................................................3
Analyse and evaluate ways in which company may build effective team thorough the
motivation and identity team development attributes that may contribute to respective
organisation success......................................................................................................................6
CONCLUSION ...............................................................................................................................10
REFERENCES.................................................................................................................................11

INTRODUCTION
Organisation behaviour is study of the human behaviour at workplace in an organisation. It
determine that how employees work in changing environment and what factors motivate the
workers to adjust with the new changes. The company considered in this report is FitFlop that deal
in stylish range of different footwear by using the biomechanical technology (Ahamat and
Rahman, 2022). Its registered office is placed in London and it was founded on 26 November,
2007. This report will be based on the leadership's role in the company, organisational structure
and culture to support changes, different way to build an effective by motivation and also
determine the attributes of a team development for the organisational success and achievement.
Justify role of the leadership that exist in organisation and how the culture and structure of the
organisation support the effective transitional change.
The organisational structure and culture changes hinges on two premises. Firstly, culture of
the organisation develop around organisational structure and a culture changes will be required for
changing the company's structure. Second, the organisational structure can remain, but
organisational culture will changes if the management change how employees are assigned to the
role in same structure. A company with strong culture can effectively change their culture because
their worker are responsive to organisational structure (Burke, 2022) . For instance, if the workers
are highly committed to work team structure and desire to shift the culture to focus on the new
product and services, then they might follow their team. They will have adjust with new ways that
the organisation will organise and position itself in market in order to become successful. In
relation to the FitFlop its organisational structure and culture are mentioned below:
Organisational structure- It mainly describe that how a team and individual's work is
coordinated in organisation as it is very essential for an organisation to coordinate its team so that
it become able to accomplish their desired gaols. The organisational structure clear the role and
responsibilities of an employees during a task. It define that how different activities such as
coordination, allocation, task and supervision will be directed in order to attain the company's
desired goals. In context of FitFlop, its organisational structure is hierarchical in which it
facilitate a clear lines of the authority and reporting in its organisation. There is clear
understanding among the employees regarding their job and responsibility. With this structure the

company motivate its employees to adopt new changes as it provide a clear path and development
prospects t its workers.
Organisational culture define proper way to behave in organisation. It consists of the shared
beliefs and values that are established by a leader and then these are communicated through
different methods, ultimately shaping the employee's perception, understanding and behaviour
(Estelami, 2022).
Handy's culture analysis
It present organisational culture and show the structures associated with the culture
types. There are four types of culture which the organisation follows:
 Power culture- In some organisation only a few people are authorized to take decisions,
and they delegate responsibilities to other employees. In such type of organisations the
subordinates have strictly follow their superior's instructions, employees do not have any
type of liberty to share their ideas and views.
 Task culture- This culture is focus on some specific tasks and projects, and depend on
teamwork. In this individuals with common interest are comes together to form a team,
there are some members in a team and each of them has to contribute equally and
accomplish task.
 Person culture- These cultures are made up of non- co-operating individuals creating a
cluster. People believe themselves as superior to the organisational, this type of
organisation individuals feel that they are more important than their organisation.
 Role culture- In this the culture is formalizes with having clear rules and procedures.
Every member of the organisation know their position, they are delegated roles and
responsibilities according their qualification (Feyzi Behnagh and Ferrari,2022).
FitFlop company has adopted the role culture in which worker's are delegated their roles and
responsibilities on the basis of their education, specialization and interest in order to extract best
out them. In this, every employees know what they have to do and all of them are responsible for
their work. Each members have specific role and authority on the basis of which they work and
make decision.
Leadership in the organisation

Leadership is an action to lead individuals in organisation towards achieving objectives. A
leader do this by influencing the employees behaviour in different ways. Company's leader set
vision for organisation, motivate workers, guide employees through a work process and build their
morals. In the process of leadership, leader inspire other people to work hard in order to attain
important task. Leadership thrive where individuals have clear goals and resources to reach them.
Leader's main sources is power they need to use in effective manner to motivate their subordinate
to make utmost efforts for increasing their performance level. In relation to the FitFlop, its leader
play many essential role in organisational transition which are discussed below:
 The transformational leadership mainly focus on need of the technological changes and
also considered human relation aspects. Therefore, this type of leadership depict their role
a a path finder and communicate the organisational vision by exercising skills. In this,
leader is very effective for the organisation as it help them to develop changes and bring
innovation. Leader also motivate the workers by formed different strategies (White-
Williams and Shirey, 2022).
 Leaders can also be proves effective in managing the technology. The transactional
leadership style mainly focus on the technological changes in origination and having
technical skills but leader gives title attention to individuals and not more focus on the
problem solving. It play an important role to develop and manage changes in organisation
by creating suitable environment at workplace to adopt changes (Ghosh, Ekbal and
Bhattacharyya, 2022).
 Role of the leader is prominent to manage an organisation and organisation change
process. They bring new strategies in order to develop and manage culture. They Leader
motivate the organisational workers in such a manner they get ready to work with new
changes.
FitFlop company using the participative leadership style. Its leader allow the employees to make
organisational decisions using a voting approach and also facilitate discussion. They provide
opportunities to company's workers to work together as a team. Under this leadership style, the
resistances to change can be minimized and effectiveness will be increased as in this style, every
workers is engaged in decision making and the worker's suggestion or ideas are valued.

Analyse and evaluate ways in which company may build effective team thorough the motivation
and identity team development attributes that may contribute to respective organisation
success.
Motivation is an internal desire to accomplish something that is essential for us. It is about
to fulfil needs and goal that we want to satisfy (Grantand Shandell, 2022).
Maslow's hierarchy of needs- This theory is based on human needs. All humans have the same
types of needs, once they fulfil their need they move to satisfy the next need in hierarchy.
 Physiological needs- These are primary and biological requirement for human survival,
these need includes air, food, water, clothes, shelter.
 Safety needs- This need is about removing risk in life to maintain their physiological
needs for future. This include emotional security, financial security, freedom from fear,
health security etc.
 Social needs- Human is social animal and he want social relationship which include
friendship, desire to be accepted by others and being part of a group in the society.
 Self-esteem needs- This need is all about satisfying ego and desire to be respected by
others. The need for respect or satisfaction is very essential and it leads to strength, self
confidence and capability of being useful in the organisation.
 Self actualization needs- This is transformation of dream into reality. A human being
realizing his fulfil inner potential and desire to accomplish everything that one can, to
become the most that one can be.
Herzberg's two factor theory- This is dual structure theory, one is motivating factor and second
is hygiene factor theory (Waters and Brighouse, 2022).
Motivating factor- It motivate the employees for good work performance.
 Advancement- Their should be promotional opportunity for the employees and reward
loyalty, performance with advancement. It will make them more valuable and fulfilled
professionally.
 Achievement- A job must give an employee a sense of achievement. They should be
placed at a position, where they can use their talent and they should also receive regularly,
timely feedback on how they are working and should feel they are being adequately
challenged in their jobs.

Hygiene factor- The presence of hygiene factor cause employee to work hard, poor hygiene
factor reduce job satisfaction (Pradarelliand et. al., 2022).
 Job security- The company must provide job security to the employees, so that they do
not feel under the constant threat of being laid- off.
 Pay- The salary structure should be reasonable and equal in the same domain industry.
Employees should be paid fairly because if they are not compensated well, they will be
unhappy working for the organisation. Their should be clear policies related to the salary
and bonus.
FitFlop uses the Herzberg's two factor theory, in which it motivate its employees by paying a
reasonable salary and also praise them for their achievement. This motivational theory help the
company to understand about the effect of a job content on employee's motivation.
It is analysed that that the company chose Herzberg's two factor theory to motivate its employees
as it put its human resource into action and it also improve the worker's efficiency.
Attribute of the effective team
Belbin identified the nine behavioural attribute or team role and categorised all those roles
into three group that are Action oriented, Thought oriented and People oriented. In context of the
FitFlop, these activities are discussed below:
People oriented- These members are good listener and uses the relation and networking skill in
order to complete any task or project (Sagivand Schwartz, 2022).
 Coordinators- These members takes on traditional team leaders role and guide their team
about what they perceive are the goals. FitFlop's members are able to recognize value that
all team memebrs bring to the table. Hey delegate task effectively to every members.
 Team work- These people provide support and ensure that their team members work
together effectively. FitFlop' workers fill role of the negotiators in their team and they are
very flexible, perceptive and diplomatic.
 Resources investigator- These are curious and innovative. In this members develop
contacts, explore options and negotiate for the resources on behalf of entire team. FitFlop's
employees are enthusiastic and work with the external stack holders in order to help team
in attaining their objectives.

Thought oriented- It include those members who are critical thinker and represents unique
perspective as they have a specialized knowledge regarding their field.
 Plant- These workers are creative innovator and comes up with new approach and ideas.
They thrive on the praise, but it is difficult for them to deal with criticism. FitFlop's
workers frequently introverted and prefer to work apart from team as their ideas are novel
and they can be impractical.
 Monitor evaluator- They are best workers at analysing and evaluating the ideas that the
members come up with. In this they shrewd and goals and they weigh pro and cons of all
options carefully. FitFlop's members are very strategic and critical thinker in their
approach. They are frequently perceived as unemotional and detached.
 Specialist- in this, members are specialized in specific knowledges and they pride
themselves on their abilities and skills. FitFlop's employees maintain their professional
status by working efficiently. They commit themselves fully for their field of expertise.
Action oriented- With this, employees strive to get things done and can be counted on to finish
their given task by meeting deadlines and take challenges as good opportunities.
 Shaper- These people challenges their team to improve ans the shaper shakes thing up to
ensure that all the possibilities are considered and team does not become complacent.
FitFlop's workers often found many obstacles as an exciting challenge and tend to have
courage in order to push on when other people feel like quitting.
 Implementer- these members get thing s done and turn the team's concept or ideas in to
plans and practical actions. FitFlop's employees are typically conservative and disciplined
people. They work efficiently and systematically as they are well organised (Sato, 2022).
(Shemer, Shwartz-Zivand Nadan, 2022).
 Completer- In this, employees see that project and task are completed thoroughly. Then
they ensure that there is no any error and omission and also pay attention on every details.
FitFlop's members are concerned with project's deadlines and they push their team so that
their team complete given job on time.
The respective economy uses this model to identify their behavioural strength and weakness at
workplace. It identify the people who is specialist in their field and have excellent knowledge
regarding their work. its members monitor the team's effectiveness on the basis of their
performance.

Team building
It is a process in which individuals come together by encouraging teamwork and
collaboration. In relation to the FitFlop's, the effectiveness of Tuckman's theory is mentioned
below:
 Forming- In this, team is assembled and tasks are allotted to them. All members tend to
behave like independently and they do not know each others. Fitflop's members required
to with their charter and mission statement and need to clarify their gaols (Strobl, Baue
and Degischer, 2022).
 Storming- At this phase, all team members create conflict as everyone has different ideas
and beliefs regarding their goals. At this time, Fitflop leads to its team members dropping
out by physically or mentally. Hence, it is crucial for them to convey in order to bring
down tension and stress.
 Norming- At this stage, members moves out of storming phase and they tend towards the
harmonious working practices with their team by agreeing on values and rule by which
they operate. Fitflop motivate its workers and make feel them comfortable with everyone
by resolving their issues or conflict. It make enable them to involved in their task
efficiently.
 Performing- In this, team members work together effectively in order to achieve their
goals. They solve their problems and develop themselves to face several challenges.
Fitflop members become very understandable at this stage as they take responsibility of
their work. They work with loyalty and practically in rode rot increase their productivity
and work performance in task (Wang, Zhang and Chun, 2022).
 Adjourning- In this the task is completed and the team also disbanded. Some of them
want to remain in some team and some of them get separated after completing their task.
Fitflop's team members get separated after they accomplish their common gaol. After this,
they move forward to attain their objective and allotted with other activities for other task.
The company uses Tuck man model for its team building as it help the company to understand
team's evolve. By this theory, the company is able to recognise facts that teams so not start fully-
formed and functioning. It suggest that the team develop thorough clearly defies phases, from their
creation.

FINDINGS
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CONCLUSION
Form the above report it is analysed that the structure and culture of an organisation are
essential in transitional changes of the organisation. Every business contain different
organisational culture and structure. At the time of organisational changes, it is essential for the
company to undertake leadership as it help the organisation to implement changes efficiently. A
leader has to play different important role in the organisation. They communicate with the
employees so that they can understand important of of changes at workplace. To justify the team
attribute, Belbin theory is very effective as it help the company to identify the skilled and talented
workforce in order to accomplish organisational goals. For a business, team building is also very
essential to perform the given work in efficient manner. In team work, there is high possibility of
conflict among the members as all of them have their own opinion and through regarding the task.
Then in this situation, leader play a significant role by resolving their issue and clarify that which
members do a specific work and delegate their responsibility on the basis of their performance so
that everyone can perform their job role efficiently to accomplish their goals.

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