Role of Leadership and Organisational Structure in Transitional Change: Fitflop Case Study

This report discusses the role of leadership and organisational structure in facilitating effective transitional change in Fitflop. It also explores the impact of organisational culture on the success of transitional change.

People in organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Question 1........................................................................................................................................3
Explain the role of leadership which may exist within Fitflop and how the structure as well as
culture of the organisation may support effective transitional change........................................3
REFERENCES................................................................................................................................8

INTRODUCTION
People in organisation are capable of creating innovative ideas, making decisions, solving
problems as well as developing learning which facilitates in improving the workplace. They
provide assistance in managing, coordinating and recognising the business activities in an
effective as well as efficient manner (Baker, Hoffman and Fenlon, 2020). Within this portfolio,
Fitflop is taken into consideration as an organisation that will demonstrate different aspects of
this report. This report includes the role of leadership in context to the given organisation and
along with it, there will be an explanation on the structure as well as culture of organisation
which may support effective transitional change. Moreover, there will be a presentation which
will be based on an analysis and evaluation of the ways in which an organisation may build
effective teams through motivation process and recognition of team development attributes
which may contribute to the success of organisation.
MAIN BODY
Fitflop is an organisation which was introduced in the year 2007 by Canadian entrepreneur
Marcia Kilgore and it is presently being marketed as well as sold in more than 60 countries
worldwide. The respective organisation provides reliably supportive as well as comfortable shoes
and its footwear can facilitate in relieving aching feet as well as facilitate in enhancing the back.
In context to the given organisation, this report includes various aspects which are described as
under:
Question 1
Explain the role of leadership which may exist within Fitflop and how the structure as well as
culture of the organisation may support effective transitional change
Answer:
The process of leadership is concerned with instructing, leading, guiding, directing as
well as inspiring human resources of an organisation so that they can do harder work towards
attainment of business goals and objectives effective and efficiently (Baker, Hoffman and
Fenlon, 2019). This kind of process provide assistance in defining an art of stimulating and
inspiring members of a team for achieving success of an organisation. In relation to Fitflop, the
leaders within the respective organisation captures the essentialities of getting equipped along
with abilities to direct and motivate other people with the support of an effective leadership style.

Better leadership within Fitflop allows the managers or leaders of company in making strong as
well as effective decisions, setting standard objectives, developing a well-defined vision and
sharing information to attain business targets. The Role of Leadership in Fitflop is given as
follows:
 Helps in decision making: It is a major role of a leadership that assists leaders of the
respective organisation in playing a crucial role within the workplace. Such kind of role
is responsible to perform the operations related to the process of decision-making on a
constant basis (Bencivenga, Marchegiani and Marchiori, 2019). Within the Fitflop, the
process of leadership assists in using appropriate information or knowledge for shaping
their financial decisions in a well-mannered way.
 Influencing members of team: In context to Fitflop, the process of leadership plays an
essential role in influencing the members of the team so that they can be able to achieve
the objectives as well as goals of the business. This role of leadership helps in enhancing
the level of capability to conduct effective communication with members of the team and
interacting with them consistently for making them feel motivated and valued. This will
facilitate ion enhancing the productivity, performance and efficiency of the workplace as
a whole.
 Inspiring hope: It is another role of leadership that helps the leaders of Fitflop in
designing the future of organisation along with stimulating members of the team with
hope. This also provide assistance in encouraging them, sharing progresses and success
for achieving organisational aspirations and through facilitating employees in the process
of creating their own future with workplace.
 Team leading: As per this role of leadership, none of the task can get operated
effectively in case if there is no team formation. In relation to Fitflop, the role of the
leadership is tom influence and motivate the members of the team so that they can do
more hard work towards the attainment of the business goals and objectives effectively
(Caputo and et.al., 2019). This role of the leadership process helps in enhancing the level
of viability and productivity of the company.
 Building Trust: It is another role of leadership within the organisation to make it clear
that the human resources understand what to do and how to do the task and the managers
of the company also trust on its manpower that they will give their best performance.

This is also the responsibility of the leaders of Fitflop to ensure that each human resource
within the organisation has the skills as abilities to operate their task. They also
understand that how their work serves the organisational aspirations and know how the
work performance of employees will get measured.
 Delegate and empower: The process of leadership within an organisation also plays a
role in surrounding itself with the effective manpower at the right position (Eiholzer and
et.al., 2021). In context to Fitflop, the role of leadership is to delegate the task to those
workforce of the company who are best aligned to particular skillset as well as abilities.
This will facilitate in creating a conducive environment for growth and learning of the
employees. Leadership within the respective organisation can start the process of
effective delegation and empowerment with their management level team.
How Organisational Structure and Culture may support effective transitional change:
Organisational Structure is referred to a system which facilitates the management of
business in tracing the direction of the business activities that are to be performed within the
workplace for the purpose of attaining organisational objectives and goals. This structure of the
organisation also provide assistance to the management of the company in determining the
process of flow of information among the multiple levels within the business. In relation to
Fitflop, the organisational structure is significant within the business as it provides guidance to
all the people of the organisation through laying out the professional reporting relationships
which control the flow of operations that are performed within the workplace. The organisation
structure followed by the Fitflop is hierarchical structure in which the human resources within
the workplace follow a chain of command and instructions from the top level management to the
lower level management.
Organisational Culture is defined as an accurate as well as appropriate approach to
behave within the workplace and it also consists of values and shared beliefs which are
developed by the leaders or managers of an organisation (Ghadermarzi and et.al., 2022). These
values and shared beliefs are then reinforced and communicated through a wide number of
methods. Organisational culture within Fitflop provide assistance in shaping the preferences and
perceptions of the manpower along with their behaviours and understanding. Such culture of the
organisation is possessed by the working environment that is driven by the clear expectations as
well as the purpose. In context to Fitflop, organisational culture of the respective company

stimulate and motivate the employees of the organisation in order to get more involved within
the business operations and interactions with other people. In the given company, effective
organisational culture results in greater level of productivity and engagement of the manpower
which assists in enhancing the level of performance and efficiency of the human resources and
the organisation as a whole.
In relation to Fitflop, effective organisational structure as well as culture helps in
allowing the employees of the respective company for the purpose of gaining understanding as
well as committing to the shift along with working in an effective manner at time of transitional
change (Gibson and et.al., 2021). There are several steps to manage the transitional change from
the existing organisational structure as well as culture to the new organisational structure and
culture. These steps are discussed as under:
 Preparing manpower: It is very significant for an organisation to prepare its workforce
in accepting and willingly taking participation within the business operations. This is
essential at all the levels of the manpower for achieving the success in transition. It is
very crucial for Fitflop to seek the input from its employees through formal feedback
systems and informal conversations prior to start of the planning process. The
administration within the respective company should take ideas and consider suggestions
of its manpower in a serious manner along with bringing unique and innovative idea
creators to take part in the meetings of the organisation that are concerned with the
process of planning. Fitflop must forward its updates regularly associated with the
process of planning to all the manpower through email, meetings and newsletters of the
company along with the informal conversations. The manager or leaders of the
organisation should always be open to the feedbacks of the human resources when
sending updates to them.
 Planning and implementation: The company should take the time in order to develop
the whole system of the business in a new format (Romanelli and Ferrara, 2022). It is also
required to design the formal plans fir the purpose of implementing the transition from
the existing structure as well as culture of the organisation to the new workplace structure
and culture. In relation to the Fitflop, the company should recognise the process of
moving or rearranging the physical spaces along with the work groups. The respective
organisation should develop the plans to transition for managing information and

responsibilities among the employees for ensuring that concerned information of all the
departments of business gets rearranged as well as conserved according to new structure
and culture of the organisation. The company is also required to ensure that execution of
transition change must be done at one stage at a time rather than dealing with the whole
task into small parts all at once, in context to transition change, the company has changed
its organisational structure from hierarchical to flatter wherein lower level managers of
Fitflop get encouraged for framing managerial decisions (Schindler, 2021). This would
be a better and effective idea for the respective organisation to make transition change
within one department at a time. This needs first putting manpower through the sessions
of training for providing them information along with the skills which are required within
their new responsibilities, then formally going on to the line managers at other positions
of the organisation.
 Monitoring and controlling: This is considered as another method that may support the
effective transition change with the support of the structure as well as culture of the
organisation. As per this method, the managers of the Fitflop company should keep the
feedbacks strategies in place after the execution of the transition change. Rather than
viewing the transition change as an accomplished project, the organisation should this in
a work-in-progress mode. The administration of the respective company should make use
of the feedback from its employees to fine-tune or modify the specific perspectives of the
new structure and culture of the organisation (Shah, 2020). Within such kind of progress,
the superiors of the organisation should enable the manpower of the company to raise a
voice after the transition can make innovative and unique structure, bringing it nearer to
the structure which is the best suitable approach in order to maximise and optimise the
efficiency and effectiveness of the activities of the business by keeping the employees of
the company satisfied.

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