Leadership and Management Models

This assignment provides a comprehensive overview of leadership styles and organizational culture models. It examines the characteristics of transformational, transactional, and servant leadership, highlighting their strengths and weaknesses. Additionally, it explores Handy's Model of Organisational Culture, discussing its relevance in understanding cultural dynamics within organisations. The assignment is relevant for students studying business, management, or organisational behaviour courses.

LEADERSHIP AND
MANAGEMENT
Table of Contents

PART 1............................................................................................................................................3
INTRODUCTION...........................................................................................................................3
P1. Different classical management theories and apply these in a service industry context..3
P2. Explain the role of the leader and different leadership styles in a service sector industry
context....................................................................................................................................5
CONCLUSION................................................................................................................................7
PART 2............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
P3. Review the management and leadership styles in a specific service sector organisation 1
P4. Investigate the internal and external factors that influence management styles and cultures
in one of the hospitality businesses........................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

PART 1
INTRODUCTION
In present business organisation, both leaders and management plays a crucial role that
aid in attaining various goals and objective of a company that is performing operations in
hospitality sector. Management refers to managing overall business and function of a company in
order to reduce all the risks and aid in running overall operations in specific time frame
(Algahtani, 2014). On the other hand, leadership can be defined as leading a group of people or
an organization in order to achieve different goals and objectives. Two different organisations
that are being chosen under this report are: Hilton Hotel and WAGAMAMA Restaurant. On the
other hand, this section of assignment will include role of the leader and different leadership
styles in a service sector industry context and a classical and contemporary management theories
are also going to applied in an organisational context.
P1. Different classical management theories and apply these in a service industry context
The classical management theory is completely based on a belief that, employees in an
organisation do not have needs related to job satisfaction or social needs, the requirements which

employees have are only physical or social needs. Hilton hotel and WAGAMAMA can use this
theory for achieving their goals and objectives by applying some tough changes in organisation.
Application of classical management theory in working management of both of the organisations
are as follow :-
Human Relations management: This theory of management says that employees always
like to get engaged in a team where they can get chance to grow and develop themselves, so that
they can gain their personal aims and objectives. Hilton hotel is one the biggest hotel in the
world, and to keep themselves growing it is important for them that they should provide their
employees chance to grow and develop (Birasnav, 2014). This all will help them, in increasing
the employee engagement with organisation and also help in attaining the goals and objectives of
organisation. While on other hand, WAGAMAMA is also one of the biggest restaurant of UK
and they also provide environment which help employee to grow and improve their skills, so that
they get chance to develop themselves. Therefore, for both of the organisations it is very
important to make an environment where their employees get chance to grow and develop their
skills, so that they can achieve their personal goals and objectives. This all help an organisation
like Hilton hotel and WAGAMAMA restaurant, to achieve the targets set by their leaders and
managers.
Chaos Theory of management : This theory of management use to describe the
unpredictability of the system and use to describe the energy which is generated by the system
during their movements, but they appear like they have lack in direction or predictability
(Bolden, 2016). Hilton hotel can use this for gaining knowledge about the current conditions of
their organisation, so that they can check how far is they from their goals and what measures
should they have to take in order to gain their objectives. Whereas, WAGAMAMA also can use
this for gaining appropriate knowledge about the progress in the changes or step which they have
taken for benefits of organisation. This all help them in making future plans according to it, so
that they can attain their goals in a specific time period. For achieving this in an organisation,
both of business can use this, and for accomplishing this there is no fix set of style which they
have to use. According to contingency theory of management, they can use any style which is
appropriate according to the situation and the style which can give them result is best for them in
that conditions.

Handy's organisational culture can be used by companies for identifying the businesses
culture, which is very important for an organisation like, Hilton and WAGAMAMA. Some
factors which are described in Handy's topology is as follow :-
1. Power culture : In this organisations like, Hilton hotel and WAGAMAMA, use to divide
their power into very few people only like CEO, and other important people of
organisation.
2. Role culture : In this culture, organisation like, Hilton hotel and WAGAMAMA use to
give proper knowledge of roles and responsibilities which their employees have to
follow. This help each and every employee of organisation to maintain their work by
their own (Bolman and Deal, 2017).
3. Task culture : Task culture allow an organisation to achieve their task by some
individual or by their teams. As task is very important for an organisation, therefore the
power in a team get divided and get shifted according to the requirements (Quince and et.
al., 2014).
4. Personal culture : This is a type of culture where individual in an organisation like
Hilton hotel and WAGAMAMA use to see themselves as single entity and also see
themselves as superior then business. This help organisations to get staff which is full of
equal talent and skills.
(Sources: Handy's Model of Organisational Culture, 2018)
Hilton hotel use to follow the culture of power in their organisation, and only the big
entities of organisation have power to take decision (McCaffery, 2018). This lead to make the
Illustration 1: Handy's Model of
Organisational Culture

organisation stronger in power and decision making and also help in achieving goals and
objectives in effective manner. WAGAMAMA use the role culture in their working, this help
them in making a strong control over their system and also help in effective working of
employee. As each and every employee is aware about their roles and responsibilities so that
they can take decisions by their, which is best for their working (Bush and Glover, 2014).
P2. Explain the role of the leader and different leadership styles in a service sector industry
context
A leader is a person who is responsible for providing goals and objectives for any
organisation. There are different roles and responsibilities of leaders in a business (Goetsch and
Davis, 2014). The roles of leader of Hilton Hotel and WAKAMAMA restaurant are discussed as
under-
Leadership is required at all levels of management- Leadership in Hilton and
WAKAMAMA restaurant is required in top level management for providing policies and plans
to achieve organisational goals. In middle and lower level of management leadership is executed
in formation of strategies to achieve personal and organisational tasks.
Leader acts as a guide and friend- In both hotels a leader helps in providing guidelines
to team members in performing various tasks given. Leader also supports employees by giving
them advice for performing better (Chin, 2015).
Leader solicits support- Leaders need support of employees in accomplishing tasks of
organisation. In these hotels a leader analyses the suggestions of employees and implement them
in making plans for programs in hotel.
Different leadership qualities are followed by leaders to promote rules and policies in
organisation to make it profitable in business. The action of leaders in attaining goals of
company is called as leadership (Gamble and Thompson, 2014). A good leader posses all
qualities to control operations, human relation and manufacturing in the organisation. Following
is the list of different leadership styles implemented in various companies-
Autocratic- In this kind of leadership style, leader has full authority and power to make
decisions of the organisation. Leaders following this leadership does not take suggestions and
ideas of followers to make decisions. Autocratic leaders take decision on their own without
discussing them, with anybody else in the company. Autocratic leadership offers absolute control
over a group in company. Leaders are tagged as bossy nature or dictator type because they take

control over every business situation all alone. This leadership is beneficial when there is a need
of immediate solutions to business problems. Autocratic leaders are less liked by subordinates as
they take decision on their own without influence of subordinates.
Democratic- Democratic leadership is a type of leadership in which all individuals of the
company are involved in making decisions for the organisation. It emphasis on collaborative
work and freedom for giving ideas. Responsibility of providing decisions is shared between staff
members along with a leader who guides them. Democratic leadership gives mutual respect
among staff members and managers. Open and candid conversations are involved in participative
or democratic leadership. This leadership help in promotion of teamwork and togetherness in
teammates. Leaders in a democratic leadership gives autonomy to employees. This leads to
higher engagement of employees and hence overall productivity also increases. Democratic
leaders want opinions from a number of employees. These leaders are able to provide a clear
direction and decision making for teams.
Laissez Faire- This leadership is also known as delegative leadership. In this type of
leadership leaders do not involve in decision making process rather decisions are taken by group
members. According to researches this leadership style results in lower productivity. Then also
there are some business conditions where there is a need of Laissez Faire leadership. A leader
following this kind of leadership do not provide guidance to subordinates or team members. A
complete freedom is given to team members for solving problems. Although power is with
followers yet leaders take responsibility of decisions and actions of team members.
Paternalist Style- In this kind of leadership an authority is involved which acts as
patriarch and employees are treated as a partners in taking decisions for business. But in return of
this leader expects employees to be loyal and trustful towards organisation (Donate and de Pablo,
2015).
HILTON HOTEL WAGAMAMA RESTAURANT
In Hilton Hotel leaders follow the autocratic
style of leadership. In a hotel industry there are
several issues faced in business where a quick
decision making is needed so leaders of Hilton
take decisions on their own without
WAGAMAMA restaurant follows democratic
style of leadership in which decision authority
is provided to team members who are guided
by a leader.

interference of other employees .
CONCLUSION
Based on above mentioned report, it is being concluded that both leaders and managers of
a company consist with different roles to manage the overall work and to develop number of
policies for the betterment of company. Through this, organisations like Hilton Hotel and
WAGAMAMA Restaurant may directly competitive advantages, productivity and profitability at
the same time. On the other hand, chaos and human relations management theories stays
effective that aid employees in improving their skills and shows all over uncertainties within the
business. Through this, right decisions can be made by an organisation at correct time.

PART 2
INTRODUCTION
In modern era, business organisations in hospitality sector follow different management
and leadership styles according to their organisational structure, goals or objectives. This section
of report is going to keep its focus on role as leader vs role of manager in Hilton Hotel and their
differences that aid hotel in reaching to new heights. Through this, maximum benefits could be
gained by hotel in specific time frame. On the other hand, internal and external factors that
influence management styles and cultures within an organisation has also been included under
this report which will aid in understanding the concept of both leadership and management at the
same time.
P3. Review the management and leadership styles in a specific service sector organisation
In modern time, hospitality sector is carrying a versatile nature where consumer needs,
trends and more gets changes on a regular basis. Thus, it can be said that both leaders and
managers of any organisation under hospitality sector needs to understand them in order to
become much more effective within a company. Since, Hilton Hotel is a global brand of full-
service hotels along with the resorts, it offers different things like accommodation, food,
travelling, event space, conferences and more. Thus, it is necessary for leaders and managers of
this hotel to focus on range of changes and then plan to attain common goals of Hilton Hotel to
grab a good position at marketplace (Van der Voet, 2014). In present context, Hilton hotel
consist of both effective leaders and managers in different hotels in all over the world and they
are carrying various roles and these are given below:
Role of a Leader in Hilton Hotel Role of a Manager in Hilton Hotel
One of the main role of leader in Hilton Hotel
is that he/she bring innovation within the
company, that means leaders makes
modifications among policies so that hotel may
directly start offering customers with right
services as per the trends.
Main role of a manager in Hilton hotel is to
manage the overall work in specific time frame
so that no risks takes place within the
operations and working of Hilton. Through
this, a manager could directly aid Hilton hotel's
employees in improving its skills, performance
at workstation and living standards as well.

A leader in Hilton Hotel basically plays an
important role i.e. role model. That means,
leaders in Hilton hotel basically being treated
by employees (subordinates) as a role model.
They stays motivation and filled with full of
enthusiasm which ultimately aid them in
motivating others in Hilton.
Another role of manager of Hilton hotel is that
to stay reactive rather than proactive because, a
manager basically believes in a range of
traditional approaches that means, using the
same things without modifying it where tried
and tested approaches are used in order to pull
out favourable results in specific time frame.
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Proactive approach is being used by leaders in
Hilton hotel which helps in reaching to new
limits and aid individual in developing
effective range of policies for employees and
company to reach to an all new level within the
existing marketplace where Hilton is
performing its operations.
Strikes on efficiency is being considered as
another role that manager of Hilton hotel
basically carries at workstation. Through this,
manager selects the best or effective employees
which aid them in hitting desired targets in
specific time frame.
Motivating others can also be considered as a
role of leader in Hilton hotel and through this,
individual basically delivers speech or
develops a range of policies as well related to
reward system so that skills of staff could
effectively be improved and company would
start hitting its targets as well.
Stick to rules regulations made by government
or by leaders can also be taken as a role of
manager within Hilton hotel in order to reach
to new heights. Through this, maximum
benefits are being gained by individuals as per
their requirements (Fernández-Muñiz, Montes-
Peón and Vázquez-Ordás, 2014).
Another role that Hilton hotel's leaders carries
and i.e. coordination. Here, leaders basically
coordinates among companies operations, new
plans and with governmental policies as well.
This helps them in taking decisions as per the
requirements of Hilton Hotel.
Another role of manager at Hilton is to pay
attention to details like feedbacks which has
been given by staff, consumers and make
modifications among existing working so that
effective modifications could be made right on
time and deliver the best experience to staff
based on their requirements.
Modifications among organisational policies in
order to offer the best to both customers and to
employees as well of Hilton Hotel.
Control risks is necessary in modern
hospitality sector and the same role a manager
plays in Hilton Hotel at the time of offering
customers with a lavish experience.
Comparison among different roles of managers and leaders:
Leader of Hilton use to make visions for their organisation, which they have to follow,
where as manager of Hilton use to make strategies and plans that help in completing that visions.
Leader of Hilton can make change in the working of their organisation while, manager have to
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make plans that help them in attaining that changes in organisation (Colbert, Barrick and
Bradley, 2014). Leader of Hilton can make changes in their working principles while on other
hand, manager of Hilton can make changes in their rules and regulations. Leader of Hilton have
to be unique in nature and have to be innovative while, manager of Hilton have to follow the
styles and theories which are used earlier.
Leader have to motivate their employees, so that they can attain the change where as,
manager have to solve the conflicts between the employees in Hilton. Leader take decisions that
may increase the risk in working of organisation, while manager have to take decisions which
increase the stability in organisation. Leaders in Hilton have to think strategies which help them
in long term gaols of organisation, where as manager think for making the short term goals of
organisation.
P4. Investigate the internal and external factors that influence management styles and cultures in
one of the hospitality businesses
External factors that can affect the management styles and culture of Hilton hotel :-
Managing diverse talent : While hiring new employees, it is very important for managers
to keep in mind that they have to hire employees which have different talent and skills, so that
the work force of an organisation have variety in their skills. This all help an organisation to
make some innovations in their products and services, so that they can gain some competitive
advantages and also with increase in share of profit in market. But for managing variety of talent
in an organisation like Hilton, manager of them are required to make some changes in their
managing style, so that they can use those talents in effective manner. This all help them in
maintaining their talent in order to achieve their goals and objectives (Swanwick and McKimm,
2017). The style which managers of Hilton use earlier was Autocratic, but for maintaining proper
variety in talent manager of Hilton have to change their style from Autocratic to Democratic, as
every employee in organisation is not same and also not ready to accept the decisions which are
made by their managers and leaders. Therefore, manager of Hilton decides to take the view
points of their employees, which also help them in making new and effective ideas that can help
them in increasing their profitability. Also, this all help employees by increasing their interest in
different activities performed in organisation.
Digital and innovative creations : Innovation is very important part for an organisation,
as it help them in growing their business and also help in increasing their profitability. In modern
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era of business, the innovation generally take place which is related to technology, therefore it is
not easy for managers of organisation's like Hilton hotel to manage their overall business
operations using classical style of management (Riaz and Khalili, 2014). For making proper use
of digital innovations and creations it is very important for their manager to make change in their
style of management. Earlier the manager of Hilton hotel uses the Autocratic style of
management in their organisation, but for making effective innovation in organisation they have
to understand the thinking of their employees and also have to consider their thoughts and ideas
regarding these innovations. By this, that they can achieve their goals and objectives in effective
manner therefore, democratic style of management has been chosen by their manager. This all
help the manager of Hilton to make changes in their style of management, so that the employee
engagement gets increased and also the employees use to take interest in making system much
better.
Political factor: This is the factor influence an organisation's management in many ways
and for neutralising the effects of this, managers have to make changes in their strategies along
with their styles of management. This all help them in effectively adopt the change in that factor
which directly can affect their working. Hilton deals in different countries and therefore they
have to study different environment of business and their political conditions. This help them in
making their management style which is best for the conditions and which help them in making
their working smoother in that conditions (Răducan and Răducan, 2014). Hilton hotel use to
follow the Autocratic style of management, which they have were required to change as they
need to make changes in their policies according to change in policies of government. Therefore,
they change their management style from autocratic to democratic and this help them in
increasing engagement of their employees and also help in performing action according to the
law of government.
Internal factors that can affect the management styles and culture of Hilton hotel :
In Hilton hotel there are a number of people who are working in order to maintain brand
value and reputation of the organisation. All staff members, managers and top level directors are
making possible efforts to retain customers and provide a pleasant experience to their guests.
Managers and staff people work together and share a good relationship while working together
for attaining tasks and jobs given to them.
Internal relationships:
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Manager and staff relationship- A healthy relation between manager and staff members
is useful in coordination and collaboration of both of them and maintaining customer
satisfaction. If staff people are satisfied by treatment of managers, they will work passionately
towards achieving tasks given to them. In Hilton hotel, mangers behave nicely with their juniors
and staff and making them happy. A satisfied staff will work with dedication and passion to
achieve tasks of the organisation. Autocratic leadership is followed in Hilton hotel so there
should be a presence of good relation between manager and staff people. Decisions taken by
managers or leaders are implemented and staff members work accordingly and serve customers
or guests in the way specified as per the leaders (McCaffery, 2018).
Manager and leader(director) relationship- In Hilton Hotel leaders and managers share
a good relationship. The management style followed in Hilton Hotel is Autocratic so it is
important to have a good relationship with managers and leaders. If managers are not happy
with behaviour and treatment of their leaders they will not tolerate autocratic leadership. They
will not follow the decisions made by leaders and this will effect the functioning and operating of
Hotel.
Culture of Business :
Organisational culture followed in Hilton Hotel is Power culture. According to this
culture of organisation, power is given to few individuals and that is spread throughout the
company. The most important power for those individuals is that employees are appreciated for
achieving goals without focusing on how they achieved it. This is good in terms of quick
decision making but these decisions can be a threat in long term. The management style of
Hilton Hotel is autocratic and hence power culture initiates autocratic style of leadership (Renz,
2016).
Employee Engagement :
Employee engagement is a term used for description of relation between people working
in an organisation. Engaged employees work for the company passionately and achieve goals
assigned to them. It helps in developing performance of employees. Engaged employees
understands the scenario of whole company and analyse the purpose and value for working in the
company. In Hilton Hotel, autocratic leadership is applied and if there is a work culture of
engaged employees it is beneficial for the organisation (McCaffery, 2018). New rules and
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regulations given by leader in providing excellent facilities and services to customers will be
followed by engaged employees and hence organisation will make profits.
CONCLUSION
With the help of above mentioned report, it has been summarised that managers basically
manages the overall work within an organisation. Along with this, leaders develops policies,
guides, motivate, set goals for a company so that effective results could be gained by them. Thus,
it can be said that both plays a crucial role within a company. On the other hand, it is much
required for management and organisational culture to keep its focus on different internal and
external factors that may affect them the most. With the help of this, maximum benefits can be
gained by an organisation and may become able to perform well at marketplace.
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REFERENCES
Books and Journals
Algahtani, A., 2014. Are leadership and management different? A review. Journal of
management policies and practices. 2(3). pp.71-82.
Birasnav, M., 2014. Knowledge management and organizational performance in the service
industry: The role of transformational leadership beyond the effects of transactional
leadership. Journal of business research. 67(8). pp.1622-1629.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development. (pp. 143-158). Routledge.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Bush, T. and Glover, D., 2014. School leadership models: What do we know?. School
Leadership & Management. 34(5). pp.553-571.
Chin, R. J., 2015. Examining teamwork and leadership in the fields of public administration,
leadership, and management. Team Performance Management: An International
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Colbert, A. E., Barrick, M. R. and Bradley, B. H., 2014. Personality and leadership composition
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Donate, M. J. and de Pablo, J. D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research. 68(2).
pp.360-370.
Fernández-Muñiz, B., Montes-Peón, J. M. and Vázquez-Ordás, C. J., 2014. Safety leadership,
risk management and safety performance in Spanish firms. Safety science. 70. pp.295-
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Gamble, J. and Thompson, A. A., 2014. Essentials of strategic management. Irwin Mcgraw-Hill.
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McCaffery, P., 2018. The higher education manager's handbook: effective leadership and
management in universities and colleges. Routledge.
Quince, T. and et. al., 2014. Leadership and management in the undergraduate medical
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Răducan, R. and Răducan, R., 2014. Leadership and management. Procedia-Social and
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Renz, D. O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
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Van der Voet, J., 2014. The effectiveness and specificity of change management in a public
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Online
Handy's Model of Organisational Culture. 2018. [Online]. Available through:
<https://www.tutor2u.net/business/reference/models-of-organisational-culture-handy>.
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