Leadership, Cultural and Performance Change in Meat Pack: A Case Study

This case study discusses the leadership, cultural, and performance change problems faced by Meat Pack, an Australian food production company. It covers topics such as the effectiveness of change in senior leadership, the coverage of flat business structure in creating cultural and performance change, and barriers to transformation in the organizational culture. The study also suggests that the company needs to adopt a hands-off approach to leadership and focus on creating a culture that is clear to every employee.

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LEADERSHIP, CULTURAL AND PERFORMANCE CHANGE

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Table of Contents
Introduction 3
1. Justification of should Bison take hands-off & hands-on approach to the association or he
shouldn’t. 4
2. The effectiveness of the change in senior leadership. Efforts of the senior leadership &
management for influencing the change more positively& attractively in the near future. 6
3. The coverage at which the business structure of Meat Pack’s flatter contributes in creating the
cultural & performance change. Some barriers of transformation in the organisational culture. 9
Conclusion 12
References 13

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Introduction
The below case study of leadership, cultural & performance changes problems are about the
association of Meat Pack. This association is owned by a family that deals in making the food. It
has its headquarters in Sydney, Australia. This organisation has around 27 years of experience in
the production of the meat industry which also includes various areas such as preparing the
meals fresh soups and etc. Meat Pack also running its plants in New South Wales & Queensland.
Mr. Derek Bison is the CEO of this organisation who is from the 4th generation of this family
working in the same industry. This organisation became a success in the last 4 years with the
sales record of AUD$ 300 million in the year 2013. The strategic goals of the business are to
make the record of sales with 1 billion by the year 2020. It calls the organisation for making
some performance, leadership & cultural changes in the business.

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1. Justification of should Bison take hands-off & hands-on approach to the association or he
shouldn’t.
It is very important to the leader or managers for creating a culture that is clear of each & every
employee so that the organisational values can get achieved properly. It will ensure that workers
are not required to follow each & everything they do, or do not require to get reminded all the
time of what they are required to do or what not. If a worker knows the vision, mission or
foundation of the company they become able to realize all the things about the values, goals or
objectives of the company. As same, the employee will also be knowledgeable about what
actually they are required to do in the situation of management. It will include various types of
management styles for realising the strategic goals of the business. It only happens just because
of those employees who are actually personify by implementing the lot of criticism, patience,
control, threatens or judges all the time. It can get considered as the opposite side of manager or
leader who actually encourages & coaches the employees to perform with minimum supervision
(Brown, 2018).
However, at the business of Meat Pack, Bison will actually be required assessing that how much
his workers will require for managing or directing to get work done in a proper manner. For
example- Many of the workers may be the own appetizer in supervision. These types of
employees are very well aware of the goals of the association. They are the people who are self-
motivated or very well engaged in their works. Sometimes they do not think about they are in the
situation of complex, thus they are required to manage themselves at all the places. If the
workers have the managers that always stays with or beside them, they might feel intimidated as
because the manager will keep providing them feedbacks all the time. For implementing the

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proper performance or culture changes, the organisation is required to consider having updated
kind of management. The real power in the association comes from not criticising & forming a
partnership as well. For this, the changes in new leadership would be one of the best ways by
using the hands off approach. This type of leadership is capable of motivating or encouraging the
spirit of the workers towards the associational goals as the leader maintains the hands off by
allowing the worker's success to take place (Strike, et. al, 2018).
For Bison, performing handoff will actually signify for being capable of managing his crew
without avoiding the authorities’ chain. At the instance of strategic up & downs in the
association, Bison should avoid interference in the activities of daily routine of the business. The
changes can get realised gradually as the association continues for maintaining its work.
Productivity in the association will be regular. The level of customers & managerial service
would be assumed as the strategic changes. There are some of the areas in which Bison is
required to exercise the hands-on approach that will also include in the direct reports. It will
identify the departments of the workers who do not achieve the targets or meet the assigned
tasks. It is one of the enormous challenges for the Bison as because the approach of hands-off
will be quite typical for the employees who build up very slowly. It may happen as because
hands-off leader or manager may be less capable of pitching the coaching & support at the
perfect stage (Brown, 2018).
In the strategy of change management, it will be very imperative for the Bison to consider the
time-bound actions, as the hands-off approach will might follow the time-consuming procedure
form the employees, even when if they include greatest results. It is just because the manager of
the handoff will remain at the distance & will not actually get involved with the changes
programs or the risk which do not meet the complete potential of the association. At the end of

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the day, the workers will be capable of realising the objectives or jails or become more creative
for expressing the own through regarding the program. It can be recommended that Bison
exercises the styles of leadership depending upon the situation. The style of handoff is
importantly required to be exercised as because no employees like to follow each & every time.
It makes them less creative & nervous in handling the business. On the other hand, it will also
make them feel like unenthusiastic by getting the comments or feedbacks regularly (Strike, et. al,
2018).
2. The effectiveness of the change in senior leadership. Efforts of the senior leadership &
management for influencing the change more positively& attractively in the near future.
According to the case study, it has been observed by the team of Bison that in the position of
senior leadership, as gained with many of the results training & coaching gets provided or
organised by Bison. By stopping the implementation of coaching, the workers of senior
leadership have continued to perform on various approaches of leadership. Including the
introduction of Human Synergistic circumflex to the associations, the workers are able to judge
their performances in an appropriate manner (Alapo, 2018).
The behaviours are defined in 3 different colours. The color red is symbolised for the aggressive
& defensive. Green stands for the passive or defensive. On the other hand, blues colour is
symbolized for the constructive. In this regard, the associational culture of the business was
defines as being red. Bison found that with the intention of many of the people in the avocation
were actually defensive or aggressive in the environment that connects to one another &
customers. In this, the campaigns of change leadership were for ensuring that they have switched
to blue for realising their plans. It will need for the modification of the structure of the

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association to the different horizontal businesses with senior leaders or front line workers to
being responsible for the results of their fellow workers (Scott, et. al, 2018).
It has been observed that 40% of workers in the company are always fully committed to their
job. It can also gets considered as common occurrence as executives realises it one of the major
defy that actually be closing the space between talent, energy, & potential of the performers.
They are perfectly able to perform their best from greatest to the lower administration. If in case
Bison will be capable to change these workers & ensure that they gets change as blue leaders
then the organisation will be upwards to the actual bearing in the expansion of the leadership. As
it is not the purpose, the workers will be aggressive or defensive as well (Shih, 2018).
The utmost challenge is that many of those lacks with the perceptive of various kind of up &
down when it comes to the leadership. Some of the workers may not have come for realising the
kind of changes that are required to present out the best in each senior manager for achieving the
impacts. The leaders are also competent to attain the conception by an approach that is known as
the Blue leadership. It is greatly implemented by Bison. Blue leadership will be accurate when it
comes to create the attractive places for Meat Pack & changing the crowd into the new
consumers. This concept is very important in contributing to the senior managers in the
association by realizing that their energy or talents in the business are being able to save the cost
of the institution perfectly (Sorokin, 2017).
Each & every leader in the organisation should be able to perform for getting the new bosses or
customers to deliver the performances. The department of the workers should be talented of
realising the support from their seniors. Whenever the workers value the leadership practice, they
will pay for the type of leadership. The Bison will also realise that all his performers are acting
with the various promises instead of disengaging with the noncustomers of his leadership. It gets

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proved that Bison starts to think in these lines of leadership. Bison realised that his concepts &
coaching of leadership was getting developed among the higher level of employees. In this
employees were actually able to perform towards the changing the noncustomers disengaged
workers to the one who are engaged (Macdonald, et. al, 2017).
The strategy of blue leadership is also enabled employees for understanding the mission, vision
& objectives of the company which is not only about getting the salary on time or keeping their
performance but in regards of the efforts that are related to driving the strategic goals of the
association. The leadership of blue style will also bring some changes to the organisation's
strength of leadership. Thus, it gets clear that the employees were actually to adopt the model of
Bison that was different from the model of traditional leadership and approaches to development
in various ways (Lee, 2017).
It also gets clear that for the senior level of leadership, what actually they can do for influencing
the changes would be focusing on the activities or acts in the associations. As per the various
studies in the leadership, the qualities, characters, & values makes good leaders including the
proper institution. According to this, changes in character, qualities & values will attractively get
translated into the highest & greatest performance. It describes that whenever the senior
managers look back to the program of Bison coaching, they should be talented to perform on the
evidence & proofs of all the changes that are notable. They also require putting more dedication
on the ways they can transform the behaviour of the association. It can be very difficult for
measuring or assessing if leaders in the association are embracing or internalising the new type
of leadership that can be done if they focus on what actions or acts they require. It needs to
undertake or motivate their workers for other employees towards the objectives or strategic goals
of the association. At the end, all of those will also be able to measure the differences. It is

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usually easier for changing the people behaviour or activities in the association. However, it is
usually very typical to change the traits, qualities, or other values as well. It entitle for all the
senior managers to alter the values & qualities so that other employees in the busienss will be
able to follow the entire course under their proper guidance (Schechner, 2017).
3. The coverage at which the business structure of Meat Pack’s flatter contributes in creating
the cultural & performance change. Some barriers of transformation in the organisational
culture.
In order to become one of the market leaders, Meat Pack had to perform in some innovation-
friendly structure in the association. They importantly require to inspire or establish a proper
culture in the association. By following the flat structure association gets fail in meeting the
goals of the organisation in a proper manner. Employees rarely try to shift their responsibilities
to the higher departments or management and show that they can take charge of each & every
situation at their own level. It helps them to take decisions & enjoy their responsibilities towards
the business in an attractive manner. There are so many of the associations that are taking the
advantages or benefits of flat organisational structure in management or leadership terms
(Spurgeon, et. al, 2017).
Meat Pack does not have many of the layers to the management. It is quite diverse from the tall
structure which is common to many of the associations. The structure of the flat enjoys the short
chain command that means each & every managerial level enjoys their own duties or
responsibilities without any interruptions. It also looks at the senior management level that
directly reposts to the Bison. In the business of Meat Pack, many of the senior managers' direct
reports to the Bison & that’s the reason Meat Pack is able to get the most perfect structure
within. The benefit of flat structure to this business is better communication. It includes a greater

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level of communication between management & employees. It is because of the senior leaders
are so democratic & offer rooms to the employees to be innovative & efficient. The process of
communication is also more rapidly in this organisation & includes reliable or efficient tall
structures in the association. It is because many of the inputs of the employees get amazing
support & help from the decision makers; hence there is no chance of power struggle in the
organisation (Skinner, et. al, 2018).
At the time of decision making, it has been experimented that Meat Pack is so adaptive &
flexible than it can be the case of tall formation. The level of flexibility of the business also
depicts the process of decision-making if requires. This process or procedure makes it so easier
for the workers or the employees of the association to serve the clients of the company in the best
possible manner & with quality as well. At the time when it looks for the tall associations, the
staff or employees of the association are required to take the approval from the top level
management who will actually require the approval from the director of the business & as same
the director will need the approval from the shareholders of the business before making or taking
any kind of decisions. It is not only in the case of Meat Pack that employees are given the
authority & power of making or taking some of the decisions by themselves independently but
also in many of the other associations they are following the same procedure. The main purpose
for it is that the association includes some layers of reporting in the structure of the association
which actually means that there is less bureaucracy. According to this, the quicker decisions give
the organisation a greater agility & mobility as well (Spurgeon, et. al, 2017).
As same, when it comes to the change presentation or performance of the organisation, the flat
structures of this organisation get build up with many of the qualified or competent employees.
The employees are fully or perfectly engaged. There are so many skilled teams that actually lead

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to the appropriateness among the lower workers or employees turnover as well. If in case the
employees are more reliable in the operations management, they will surely be able to lead the
organisation towards the objectives or goals. As same adding to this, the organisation of Meat
Pack will be greatly able to save the cost of an employee to the upper management which will
highly decrease the expenses of the employees. As same it will also contribute to increasing the
profile of the company to the huge margin & greater profits. At the end, the flat structure has
highly performed well for the business of Meat Pack as because there are less numbers of
variations related to the both operations & office structure as well. Example- Providing the
discount to purchase the unprepared meat in bulk to the consumer will be a very usual thing, but
as same denying the one if ready to eat meat because they are completely different section. Thus,
the end of the strategic development will greatly move to the similar associations (Macdonald, et.
al, 2017).

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Conclusion
This report or study includes the discussion about the association of Meat Pack. It includes
various questions to get clear about the leadership performance or culture change as well. It has
been concluded that how the changes in all these areas perform greatly & gracefully in the
greater expansion of the business & making it successful in an efficient or effective manner. It
has also been concluded that Bison should take the hand on or hands-off approach to the
association with the justifiable answers. It has also concluded the effectiveness of the senior
leadership change & what actually senior leadership should perform for influencing the changes
much more positively in the upcoming future to the business. On the other hand, the flatter
structure of the Meat Pack has also included in this unit which greatly contributes to creating the
performance or cultural change. As same some of the barriers to the cultural change have also
taken place in this study inappropriate manner to understand well.

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References
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and Management Analysis in Organizations’, Management, 6(2), pp.108-112.
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education, Routledge, New York.
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Kogan Page Publishers, U.K.
 Macdonald, I, Burke, C and Stewart, K., 2017, Systems leadership: Creating positive
organisations, Routledge, New York.
 Schechner, R, 2017, Performance studies: An introduction, Routledge, New York.
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organisational culture, CRC Press, USA.
 Shih, T.Y 2018, ‘Determinants of Enterprises Radical Innovation and Performance: Insights into
Strategic Orientation of Cultural and Creative Enterprises,’ Sustainability, 10(6), pp.1-22.
 Skinner, J, Smith, A.C and Swanson, S, 2018, Fostering Innovative Cultures in Sport:
Leadership, Innovation and Change, Springer, Germany.
 Sorokin, P, 2017, Social and cultural dynamics: A study of change in major systems of art, truth,
ethics, law and social relationships, Routledge, New York. .
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CRC Press, USA.
 Strike, K.T, Fitzsimmons, J and Hornberger, R, 2018, Identifying and Growing Internal Leaders:
A Framework for Effective Teacher Leadership, Rowman & Littlefield Publishers, USA.