Motivational Theories and Leadership Styles in Simunovich Olive Estate and Vodafone New Zealand

This article discusses the motivational theories and leadership styles adopted by Simunovich Olive Estate and Vodafone New Zealand. It covers topics such as planning, delegation, change management, and external forces that instigate innovation and change. The article also provides insights into the six major steps involved in the planning process for new product development.

Running Head: BACHELOR OF APPLIED MANAGEMENT 0
BACHELOR OF APPLIED MANAGEMENT
(student name)
11-27-2018

BACHELOR OF APPLIED MANAGEMENT 1
Contents
Answer1.............................................................................................................................2
1.1..................................................................................................................................2
1.2..................................................................................................................................3
Answer2.............................................................................................................................4
2.1..................................................................................................................................4
2.2..................................................................................................................................4
Answer3.............................................................................................................................6
3.1..................................................................................................................................6
3.2..................................................................................................................................7
3.3..................................................................................................................................7
3.4..................................................................................................................................8
3.5..................................................................................................................................8
Answer4...........................................................................................................................10
4.1................................................................................................................................10
4.2................................................................................................................................10
4.3................................................................................................................................11
4.4................................................................................................................................12
4.5................................................................................................................................13
References.......................................................................................................................14

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Answer1
1.1
Simunovich Olive Estate limited is an enterprise that is generating olives in a
huge region, and are manufacturing extra virgin olive oil, and skincare beauty natural
products. For motivating personnel to accomplish up to their competence, one of the
appropriate theory are McClelland Need for power, affiliation, and achievement.
This model is made upon the theory stated by Maslow’s with some progression. This
theory is furthermore identified as “Learned Needs Theory.” According to the theory,
three main motivating aspects are accountable for performance enhancement of
workforces in the business.
 Achievement- this aspect needs to accomplish which affects to a specific desire
to become proficient at skills, substantial success, and developed standards.
Internal and external drivers affect these desires. If personnel have high
achievement need, this means they are eager to take failure risk, nevertheless
wish to work for the tough and challenging task and select the optimum job.
Moreover, if somebody is low achievement need, it indicates that an individual is
not ready to take failure risk and is not impact to take difficulty and demand to
evade risk.
 Affiliation- some individual considers motivating aspects according to this factor
as the need for relatedness, belonging, and love. Such personnel has a need for
belonging to a social group, friendship, love, friendly environment, and kindness
within the organization. These people require an additional interpersonal
relationship with coworkers and other employees. To motivate such persons, the
finest method is to show support and safety in the workplace.
 Power- this aspect of motivation is essential to take control over others. This
comprises a person with a sturdy need to thrive in their control, opinion, and
influence people according to own decision. They are keen to lead a group and
ensure effort to upsurge productivity (Smith & Barrick, 2015).

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1.2
Another applicable motivational theory Simunovich Olive Estate limited is
“Alderfer ERG theory.” Alderfer propounded this theory in 2008. This theory has
classified three classes or stages of needs, which are existence, relatedness, and
growth. ERG theory is quite flexible, as it present need not in form of hierarchy but in
range because the need is for not only one but also a combination of two or more. For
implementing this theory the organization have to analyses the need range of an
individual and motivate them according to that. These need stages are as follows:
 Existence needs- basic and necessary need are included under this category.
This generally includes basics food, shelter, and sex needs are satisfied.
Moreover, safety needs are also part of these. These are the initial stage, which
is most important to even work in an organization and not be dissatisfied.
 Relatedness needs- these include the need for relationships, and belongingness
to the organization social environment, and love. They have the desire to have
recognition and reach towards a public fame. These are a combination of esteem
and social needs from Maslow theory of motivation
 Growth needs- these comprise the need for personal growth, self-development,
and advanced form of togetherness. These are the never-ending desire of a
human being. Once achieve one position, the desire to have more increases
(Miner, 2015).

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Answer2
2.1
For an understanding of leadership style, the company selected is Vodafone New
Zealand, which it is Telecommunication Company, headquartered at Auckland since
1998. Russell Stanners (CEO of Vodafone New Zealand) is the leader of the
organization who has adopted transformational leadership style. According to this
leadership style, an individual takes the employees of the organization with due respect
and positive aspect. They inspire their employees with their effective communication
and reflect a healthy environment (vodafone, 2018).
In Vodafone, Russell has brought a complete change for the organization; he has
transformed the organization from consumer mobile trading to a leader of digital
technology while providing fixed, coverage mobile, and TV services to millions of
customers across the nation (nzherald, 2018). Moreover, he has established a work-life
balance environment for the employees of the company. He encourages their
coworkers to maintain work, connect socially, and with family (diversityworksnz.org,
2018).
2.2
Donna Simunovich, CEO of Simunovich Olive Estate, is considered to be one of
the successful leaders for the company. His leadership style could be “Charismatic
style.” The major feature due to which this style of leadership is justified for him is
positive body language, communication skills, self-improvement, maturity, compassion,
sense of humanity, listening skills, self-monitoring, and existence without substance
(Renko & Carsrud, 2015). The major activities performed by him that reflect his
leadership style are
 Maximize potential- with his self-improvise quality; he had considered maximizing
the potential of employees, harvesting, and organization as a whole. He did a
production of extra virgin olive oil with optimal utilization of resources available

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 Innovation- through his potential to merge innovation along with the production of
olives with introducing innovative products like skincare and hair care with olive
as the ingredient has lead company to peak.
 Crop monitoring team- it is a program initiated by him, according to which crops
are monitored, so that prevention strategies can be applied in case of any
damaged observer to any tree or leaves infection (tec.com, 2018).

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Answer3
3.1
A delegation of responsibility and authority is very essential because all the work
cannot be done by an individual or team alone. To conduct a more important task, it is
important to delegate. Top-level managers of Vodafone Company delegate the work to
various leaders of the team for various activities to be conducted. For example, a
delegation from top-level managers to research and development team, engineering
team, marketing team, sales team, and customer service team (fastcompany, 2018)
In addition, the delegation is recommended to be according to the following step
for Vodafone Company:
Step1: Prepare
Vodafone can prepare a proper plan for delegation
Step2: Assign
The potential staff is identified and the assigned the delegation planned
Step3: Confirm understanding
This step can be included to check if the delegated employees have the
understanding of authority and responsibility gained
Step4: Confirm commitment
This is to check if an individual is committed towards their work and
accomplishing responsibility
Step5: Avoid reverse delegation
The reverse delegation must not be conducted
Step6: Ensure accountability
This step can bead to ensure the timely completion of the task (Brenner, 2015)

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3.2
For Vodafone Company, many changes were observed in the company, the
major area was product diversification. The company is running in a competitive
industry, where for the company to grow, they need to either capture the new market or
introduce new service to be provided to the customer. Nevertheless, this can lead to
resistance to change. For example, the company used to provide consumer mobile
service, but with innovation and an increase in the products, the company covered into
digital technology through providing services on mobile and television. Kurt Lewin can
understand the change process with the help of change model give (Ali & Hussain,
2016). The stages for change are:
 Unfreezing- as per this stage, before adopting something new, it is important to
be mentally prepared, for which communication plays an important role. The
managers are liable to transfer the message of change in an effective way so as
to make employees feel part of the change and work for it.
 Changing- this stage is where the change actually comes into action and is
implemented. At this stage, the employees are allotted with new responsibility
and process. If required, training is provided to the employees to conduct their
duties effectively without resistance
 Refreezing – at this last stage, the change needs to become more in habitual
and permanent. This means icing the change occurred (Brfidgman & Brown,
2016).
3.3
Through a metaphor of Whitewater in change management, it makes one
understand the way an organization is considered, as a little raft that will navigate a
raging river with whitewater, which is never-ending. Through this, it is understood that
the change process is quite continuous and ongoing. Due to this, manager face stability,
predictability, is broadening on chaos, and constant change (Seatter & Lozano, 2015).
While understanding this, Vodafone has to tackle the change, which is conducted
in a dynamic environment. Moreover, the telecom industry is a competitive and fast-

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growing industry in today’s world, due to the introduction of new technology very
quickly. For Vodafone, introducing new services leads to change in job role of many
individuals in the organization, like engineering team, and marketing team and most
importantly customer service team. The need is identified and implemented, but the
work is not over yet, it is ongoing, as the product would be requiring the change as per
the customer requirement. Therefore, it was said that it is a continuous process
(nzherald, 2018).
3.4
The external forces to instigate innovation and change in Vodafone are
 Competition
Competition, is the major reason due to which, Vodafone brings
innovation. As already discussed, it is working in a competitive industry, which is
moving very fast. To compete in such a market it is important to bring innovation
through its products and process with technical up gradation
 Stable market and economic factors
The company to static market, which it was working for years did, not see
the growth opportunity. The need for innovation that has raised for Vodafone, to
introduce a new product to the market and comes up with a new trend (Pyka,
2017).
There are many external forces like social trends, political factors, legal factors,
competition, economic factors, and technological factors. Among these, the above-
discussed factors play a key role for innovation and change in Vodafone.
3.5
The major changes observed at Simunovich Olive Estate were changed in
organizational structure, and people’s position within the organization. There have been
many times when, a person due to job rotation or promotion, or transfers, position of an
individual in an organization has changed. For example, when the crop-monitoring
team was created, various changes have been bringing to the human resource and

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structure of the organization (Raban & Ritcher, 2015). The strategies that can be
adopted by the company’s manager are :
 Training - this is the best way to make employees comfortable in the
organization, and learn new skills to perform their respective duties. The training
initiated when a person is appointed at the company, this includes induction
training in the organization. Moreover, if the position of an individual is changed,
then the company through training and development can reduce resistance to
change among employees (businessmapping, 2018)
 Rewards – this induces people through financial and non-financial incentive to,
not resist any change in the company. The financial incentive includes bonus or
promotions. Through this the employees would be comfortably adapt change,
thinking that due to change their salary is been increasing or they have a chance
to gain the bonus. Moreover, non-financial rewards can be in form of recognition,
it includes appreciating an individual in front of all organizational members, to
enhance their morale, and willingness to perform better in an organization
(Raban & Ritcher, 2015).

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Answer4
4.1
Planning is required in every aspect of a business; considering new product
development as an area to understand planning at Simunovich Olive Estate. Six major
steps are included in the planning process to conduct an activity in a more organized
way. This includes:
Step1: identification of need- the required courses of action is identified to be
implemented at a specific area like new product development
Step2: setting objectives- the objective for this area is set, like the growth of the
company is the objective for this course of action
Step3: development of premises- it includes assuming what can be the
circumstances in future like a change in taste and preferences of customers
Step4: identification of alternatives- alternatives like skin care products, hair care
products, or restaurant are various alternatives
Step5: evaluating alternative- considering the future growth options, all
alternatives are evaluated
Step6: selection of best alternative- among the mentioned alternative one
suitable alternative is selected
Step7: Creation of a supportive plan- for implementation, a supportive plan is
created
Step8: plan implementation – the major plan, and the supportive plan is
implemented finally (Kerzner, 2017)
4.2
For Simunovich Olive Estate that most appropriate type of plans is the
operational and strategic plan.

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 The strategic plan is a plan created and executed by top-level managers in the
organization. It is related to the organization as a whole, and mission of the
company. Top-level management includes CEO of the company, directors, equity
shareholders, who provide a structure or aim where an organization requires
reaching. For example, Simunovich Olive Estate strategic plan includes high-
quality olives production. For this organization, this type of plan is providing the
goal of producing olive to the organization, on which middle level and lower level
managers will have to work (Craig & Dibrell, 2014). While
 Operational planning is a plan created by middle and low-level managers and
executed by all the employees. Simunovich Olive Estate operational plan
includes estimation of the budget, evaluating resources, utilization plan of
resources for maximum potential, the process for task completion, scheduling
plan, and human resource appointment plan (Craig & Dibrell, 2014).
4.3
Strategic planning processes include:
i. Situation analysis
ii. Direction
iii. Alignment
iv. Execution
v. Evaluation
For the execution of this plan, the company can use strengths to gain opportunity
and work on weakness to avoid threats. SWOT analysis of Simunovich Olive Estate, to
aid strategic process is:
Strength
 Climate suitability, the climate
of Estate is appropriate for
production of good quality
olives
 Quality monitoring, the system
of monitoring the quality of
Weakness
 The cycle of production is long,
which means the whole
process of production take a
long time to reach out to the
final product

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crops are maintained and
managed
 Damaged crops, this includes
leaving infection and crop
damage due to humidity and
fungus to the leaves of olives,
which harms the olive quality
as a whole and can be spread
to other plants as well
Opportunities
 Advanced technology, the
technology is changing very
quickly, and the company can
upgrade technology for better
performance
 Diversification of product, like
invest in a restaurant in Estate
Threats
 Unsuitable climate- the climate
can change and become
unsuitable for olive production
 Change in customer
preference and demand- the
demand for olive related
products can decrease
4.4
Controlling is required at every stage of business, at Simunovich Olive Estate
major area for controlling is harvesting control. Since the chances of crop failure are
very high, this area needs to have continuous control.
Control steps:
Step1: risk assessment- at the initial stage, the risk is analyzed and planning is
done to mitigate that risk. The risk analyzed is crop infection due to fungus or increase
in humidity, and to mitigate this the crop monitoring team is created
Step2: implementation and communication- this risk assessment is implemented
and explained to the organization in a well effective manner to avoid change resistance.
The separate team is created.

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Step3: monitoring- this last step is to is to ensure that the implemented risk
assessment is helpful, and as per the requirement. In case of any deviation, the plan or
implementation is revised
4.5
Concurrent control
 Controlling the desired result, and
ensuring standards of performance
 Conducted after the occurrence of
deviation
 Checking quality after production is
concurrent control of Simunovich
Olive Estate
Feedforward control
 Preventive control, deviations in
actual and standard performance
is prevented
 Conducted well before the
observation of deviation
 Simunovich Olive Estate, fertilizers
usage to control the damage of
crop or low-quality crop is fed
forward control

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c_id=3&objectid=12068930

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