Leadership and Management Theories, Styles and Factors Affecting Cultural Development in Sainsbury Plc

This report discusses different leadership and management theories, styles and factors affecting cultural development in Sainsbury Plc. It covers the value of motivation, different motivational strategies, and leadership and management approaches to different situations in the organisation.

Unit 4
Leadership and
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Different theories of leadership in context to management activities...................................3
P2. Different theories of management in context to leadership and management activities......4
TASK 2 ...........................................................................................................................................5
P3. Different leadership and management styles with an application of different business
situations.....................................................................................................................................5
P4. Factors that influence cultural development at workplace...................................................7
CONCLUSION ...............................................................................................................................8
REFERNCES:................................................................................................................................10
Books and Journals:..................................................................................................................10
Online:.......................................................................................................................................10

INTRODUCTION
The terms leadership and management play their significant role in an organisation. Both
terms have inter-relationship with each other but have different perspectives while applying in
the business. Leadership refers to an attribute or quality of influencing other members in the
business with an intent to attain shared objectives and goals. While management denotes a
discipline of managing things in an effective and efficient way. It covers an art or skills of
getting the work completed by others or with others. Leadership is one of the key elements of
management (Golensky and Hager, 2020). Sainsbury Plc is chosen to prepare this assignment. It
is named as the second largest chain of retail shops throughout the United Kingdom. The founder
was John James Sainsbury who announced company in 1869. This business has mainly three
divisions such as Sainsbury' supermarkets Ltd, Banks and Agros. It is the first part of report in
which different theories of management and leadership is covered. It also outlines leadership and
management styles which can be applied in a range of business situation. Lastly, range of factors
are mentioned that can affect cultural development of an organisation.
TASK 1
P1. Different theories of leadership in context to management activities.
Leadership theories delineates a study that determines how and why particular
individuals become leader in the business. These theories emphasise the behaviours and traits
that individuals can adopt to increase their leadership skills. In case of Sainsbury Plc, there are
several leadership theories are mentioned that can be applied in a range of business situations.
The discussion is below: Great Man Theory: As per the viewpoint of this theory, leaders are born not made. This
theory believes that leader is born with right skills, abilities and traits that can be best
suited in different organisational context (Ionela, 2021). These leaders have charisma,
communication skills, confidence, social skills, intellectual skills. It says leaders as
ordained, mythic and valiant to rise leadership when situation happens. This theory was
adopted at that period when leadership was rarefied only for males, especially in military
leadership.
Pros Cons

 It initiated the study of which
characteristics and traits develop great
leaders.
 It only assumes that leaders are born
and removes the chances of learning
how to become a great leader.
 Contingency Theory: This theory believes that no leadership style may be applicable to
all the business situations. It finds that there might be factors that can impact on any
certain situation and a leaders must go for the suitable course of action while considering
such factors (Seitz and Owens, 2021).
Pros Cons
 It is dynamic in nature so this kind of
leaders can change their leadership
styles as per the demand of situation.
 It supports individuals to improve their
decision-making skills.
 It is reactive in nature. Also, the
situations can be hard to tackle.
 It has complex approach as when this
theory applies practically, it becomes
more complex.
P2. Different theories of management in context to leadership and management activities.
Management theories are a set of ideas that suggest common ways and rules for how to
overlook the organisational activities and organisation as well. In case of Sainsbury Plc, it
suggests that how managers implement plans and strategies to achieve common goals and how
they try to influence employees to perform their best work with highest traits. The following is
an explanation of different management theories that can be applied by supervisors in different
organisational context. The discussion is underneath: Bureaucratic management theory: This theory was developed by Max Weber. He
believed that organisations must be structured so there are clear guidelines, rules and
procedures of governance (Slee, 2020). It includes clear division of labour, chain of
command, strict and consistent rules and regulations, separation of personal and business
assets, selection and promotion of employees based on their qualifications and
performance. It has played a main role in setting standards and rule that are at the core of
organisation in today's time.

Pros Cons
 It centralizes roles and responsibilities
within a group.
 It encourages creativity among
employees.
 It can be hard to increase productivity.
 It slower down the adaptation of
change.
 Systems management theory: This theory states that an organisation includes a range of
components that must work in harmony for the larger system to function optimally. The
success of business is highly dependent on different main elements such as
interdependence, synergy and interrelations between many subsystems (Arora, 2021).
Also, it believes that employees are the main components of an organisation and work
groups, domains, department and organizational units are all additional pivotal
components for success.
Pros Cons
 It is based on probabilities.
 It is possible to bring out the co-
relations in different components such
as planning, directing, organizing and
controlling.
 It somewhat vague and abstract.
 It is not easy in application in large
businesses.
TASK 2
P3. Different leadership and management styles with an application of different business
situations.
A leadership style relates to a methods and behaviours of leader when influencing,
directing, managing and motivating subordinates. In case of Sainsbury Plc, these styles of
leadership and management determines how they plan and make strategies in the business while
accounting stakeholders' expectations and well-being of the employees (Dhamija, Chiarini and
Shapla, 2021). The following are some forms of leadership styles that can be applied in the
business:

For Sainsbury’s Plc:
Roles Management Leadership
Motivation Managers motivate employees
to attain business goals and
objectives.
Leaders influences followers
to attain team goals.
Conflict management Managers always tend to
avoid conflicts in their
business.
Leaders tend to listen issues of
their followers and use it as a
positive outcome.
Characteristics  Managers have good
communication skills
as they clearly share
goals and targets of the
business.
 Managers have good
decision making skills
which reflects the
goals attainments.
 Leaders communicate
well with their
followers as they listen
and resolve employees
conflict and inspire
them to hard work.
 Leaders can influence
others to make
involvement in the
decision making.
For Waitrose:
Roles Management Leadership
Change management Manager always focus on
adapting change in the
business (Alloubani and et.al.,
2019).
Leaders plays the role of
influence others to adapt
change in a positive way.
Employee engagement Managers mainly focuses on
the organisation of employees
so that they can engaged
themselves in give task.
Leaders engage followers to
improve the individual
performance while attaining
both personal and
organisational goals.

Characteristics  Managers must have
strategic thinking skills
in order to apply
change in the business.
 Leaders need strategic
thinking skills to guide
and direct others while
adapting change.
For Tesco Plc
Roles Management Leadership
Employees turnover Managers do not want that
their employees leave the
organisation.
Leaders creates positivity by
resolving employees issues
with the company so that they
stay longer with the business.
Team work Managers mainly focuses on
the overall goal attainments.
While leaders mainly focuses
on team goals attainment.
Characteristics  Managers influences
by giving feedback,
review on the
employee’s
performance.
 Leaders have
influential skills so that
followers can work
accordingly.
P4. Factors that influence cultural development at workplace.
A culture can be defined as a personality and character of the business. It is the thing that
makes an organisation unique itself and relates to an aggregation of beliefs, values, attitudes,
behaviours, traditions, interactions and more. It is very fundamental to develop culture in the
working environment is it helps to attract talent, impacts satisfaction and happiness, drives
engagement and affects performance (Held, 2019). Leadership and management both influence
and affect cultural development significantly. In respect of Sainsbury Plc, some of the main
factors that can affect cultural development in business are discussed below:

 Degree of urgency: This means how quickly the business needs or desires to drive
decision-making or innovation. A culture with high levels of urgency has a requirement
to push tasks through faster and a high need to respond to a flexible market. The
moderate level of urgency shifts tasks at fair pace. While a low level of urgency means
people work consistently and slowly and give importance to quality than efficiency.
 Functional orientation: Organisations such as Sainsbury Plc puts an emphasis on
functional areas such as marketing, research and development, operations and many
more. Employees from various functional domains may have a perspective that their
functional domains are the ones that drive the business. Hence, supervisors of the chosen
company must consider what their employees realise to be the functional oriented in the
organisation (Understanding and Developing Organizational Culture, 2022).
 Communications: It refers the way in which communication takes place in the
workplace. Vitally, the type, the degree or the frequency of communication and
interaction between employees and leaders or employees and manager. This factor is
prominent in the company in order to sharing information or taking decisions. It must
clear and transparent.
 Mission, Vision and Values: This factor also affects the cultural development in the
business. It requires clarity in vision, mission and values and whether they show the
philosophies and beliefs of the business. It is essential that these factors are inspiring to
the employees.
 People or employees: The employees that are hired in the business are also one of the
vital factors that influence cultural development. It includes the diverse skills, beliefs,
experiences, regular behaviours, values and more. They form of interaction with
employees also influence cultural development in the business.
 Top leadership principles: The rules, policies and procedures of an organisation
significantly affected by the leadership. The beliefs, values and philosophies of leader or
manager trickle down to employees to provide results for the business. Suppose if the
supervisor has the simple sort of leadership philosophy that let him to treat their
subordinates with honour and dignity (Gonzalez and et.al., 2021). This can help in the
cultural development, and it will also impact the quality of work that can be determined
by the satisfaction level of customers.

 Workplace practices: It covers hiring, selection, compensation and benefits, on-
boarding, rewards and recognition, promotion, training and development, performance
management, work life balance, workplace traditions and many more. When these
practices are fair and honest in the working environment, it fosters positive work culture
in the company that can be seen in enhanced performance and productivity of an
organisation.

CONCLUSION
From the above discussion, it can be said that leadership and management are two
different perspectives that one should understand to operate their business. A range of leadership
and management theories are mentioned in the report that can be used as per the nature of
situation. Every theory has their own value and importance in the business. Different leaders
have different leadership styles and patterns that can be used to encourage employees and make
them productive in business. In organisation, there are range of factors discussed in report can
affect the development of culture in the business. Hence, leaders and managers can create a
positive work culture to lead their employees to attain certain tasks or overall goals of company.

The presentation covers the value of motivation in an organisation (Dörnyei, 2020. It outlines
different motivational strategies that are used by managers to influence employees towards goals.
Lastly, it outlines different leadership and management approaches to a different situation in
organisation.

• Provide immediate feedback: Hence, with an intent to achieve optimal
accomplishments on goals, regular feedback on performance provides each person a
greater feeling of investment in the business objectives. It also develops a strong
relationship with supervisors.
• Promote scheduling flexibility: With the use of advanced and modern technologies, the
potential of full time or part time telecommuting, and virtual working enables
organisation to try with flexible working hours for some workers (Fan, Yang, and Shen,
2019). It is studied that it is also useful motivational strategy when employees get a
chance to work on remote basis. It improves their job satisfaction and resulting
productive at work. It also brings out loyalty and trust among employees when they see
that their management understand the personal and family needs.
• Encourage Breaks and physical activity: When employees are influenced to take five-
ten minutes every working hour or go to the break for snacks, it impacts their individual
performance. Moreover, they are also less likely to distracted by their personal issues or
mobile phones while they are working in the organisation.
• Provide career and educational development opportunities: It is studied that
employees are more dedicated and loyal to such businesses that encourage and promote
individual human asset. Covering lectures and costs of career development opportunities

and participation in seminar or events delineates an employee that their working place is
directly spending in their long-term accomplishments. Hence, organisation which
involves these things into their policies to encourage knowledge and skill may lead to
employee retention and loyalty.
• Reward accomplishments: Employees emphasizes on recognition at workplace. It is
studied that most employees enjoy public recognition more than reward or prize.
Employees who can see that their efforts, contribution, performance are praised by the
seniors and connected to bonuses, promotions, increment and many more are highly
motivated and encouraged to fulfil reasonable needs of recognition (Guul, Pedersen and
Petersen, 2021). Moreover, in relation high productivity, employees who noticed for goal
attainment are more often retained in the business, have higher safety performance and
reduces absenteeism at workplace. Therefore, rewarding individual attainments that are
related to organisational vision, mission and objectives has a direct influence on the
success of the business.
• Create incentives: With an addition to public recognition, employees often respond to
tangible bonuses. Financial incentives such as gift cards, cash prizes, bonuses or night on
the town are highly motivational strategy. Other incentives such as free parking, vacation
days perks and benefits.

These leaders are not only kept eyes on their team's performance but push each and every person
to reach potential at workplace

Hence, it is the responsibility of leaders to encourage employees to adapt change in a positive
way (Kim, Brady and Wolters, 2020).

It is the responsibility of manager when they hire new employee in the business, they must be
assigned to that work which can be done effectively (Yu and et.al., 2019).

The scholar states that leaders and managers assign followers to jobs which best fit with their
abilities. Employees must be provided with adequate training and development sessions and
guide them to make sure they are efficient in their assigned duties and role (Wu and Wu, 2020).
Hence, this theory is not mainly used by organisation now a days but parts of it such as training
and development, workplace efficiencies and cooperation are key elements of many businesses
in today's time.

It also presented different situations of business that needs motivation and guidance of their
supervisors at certain point of time so that employees can be motivated throughout their work
and understand their roles in the business (McCoach and Flake, 2018).
It is also suggested to use motivational strategies to motivate employees in the organization.
Public recognition is a useful technique that leaders of Sainsbury Plc may use this strategy to

encourage employee to work hard and improve their overall performance. As the discussed
earlier in scientific management theory, employees must be inspired by sharing clear goals and
the tasks and activities must be simplified so that employees can understand what work they
have to do at prior basis. By giving tasks as per employees’ expertise, goals can be effectively
attained.

REFERNCES:
Books and Journals:
Golensky, M. and Hager, M., 2020. Strategic leadership and management in nonprofit
organizations: Theory and practice. Oxford University Press.
Ionela, S., 2021. Leadership: from classic theories to the 21th century’s challenges. In SHS Web
of Conferences (Vol. 120). EDP Sciences.
Seitz, S.R. and Owens, B.P., 2021. Transformable? A multi-dimensional exploration of
transformational leadership and follower implicit person theories. European Journal of
Work and Organizational Psychology, 30(1), pp.95-109.
Slee, R., 2020. Changing theories and practices of discipline. Routledge.
Arora, N., 2021. Theories of Blockchain: Its Evolution and Application for Security, Privacy and
Trust Management. In Emerging Technologies in Computing (pp. 79-101). Chapman
and Hall/CRC.
Dhamija, P., Chiarini, A. and Shapla, S., 2021. Technology and leadership styles: a review of
trends between 2003 and 2021. The TQM Journal.
Alloubani, A. and et.al., 2019. Leadership styles’ influence on the quality of nursing
care. International journal of health care quality assurance.
Held, J., 2019. Cultural development. In Eastern Europe in the 1980s (pp. 257-278). Routledge.
Gonzalez, E. and et.al., 2021. Development and initial testing of the Multidimensional Cultural
Humility Scale. Measurement and Evaluation in Counseling and Development, 54(1),
pp.56-70.
Online:
Understanding and Developing Organizational Culture, 2022. [Online] Available Through:
<https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/
understandinganddevelopingorganizationalculture.aspx>