Research Project of Organisational Culture
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Added on 2020-07-23
Research Project of Organisational Culture
Added on 2020-07-23
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Table of ContentsINTRODUCTION...........................................................................................................................1TASK ..............................................................................................................................................1Contemporary approaches of leadership................................................................................1Organisational culture............................................................................................................2Change management (Kaleidoscope model)..........................................................................4Power and politics..................................................................................................................7Knowledge transfer................................................................................................................8Globalization..........................................................................................................................9CONCLUSION..............................................................................................................................10RECOMMENDATIONS...............................................................................................................10REFERENCES..............................................................................................................................11
INTRODUCTIONMerger and acquisition is the business strategy that helps companies in expanding theirbusiness globally and diversifying their risk. Present study is based on Co A which is the 200year old engineering firm that conducts its operations globally. It is acquired by Co B which isthe big firm. Before some time, entity has made changes in its practices and gone through large-scale transformation (Bolden, 2016). Leaders of Co A used to follow democratic leadership butnow, they have to follow autocratic leadership styles. After that leadership, power, culture of thefirm has got changed drastically. Current assignment will discuss contemporary approaches ofleadership. Furthermore, it will explain kaleidoscope model of change management. Study willdescribe impact of globalisation and knowledge transfer on business unit. TASK Contemporary approaches of leadershipMerger and acquisition is the process where two firms decide to work as a single firm.The main objective of these entities is to expand their business and generate more revenues in theorganisation (Ellis and Bach, 2015). In such condition, higher authorities of the firm are requiredto adopt correct leadership styles so that they can lead team members well and can retain them inthe workplace for longer duration during the merger and acquisition phase. There are varioustypes of leadership approaches, these are explained as follows:Transformational leadership: It is the type of leadership in which leaders of the entityencourage changes and motivates others so that changes can be implemented in theworkplace effectively. Leaders behave like a facilitator and they engage the employees inthe change management process so that they feel involved and support in brining positivechanges in the organisation. The main aim of adopting transformational leadership styleis to make changes in attitudes of the workers and build commitments (Söderhjelm andet.al., 2018). By this way, entity becomes able to meet with the organisational goal andobjectives. Transformational leadership concentrates on increasing communicationbetween managers and employees and giving proper guidance to the staff members sothat people accept challenges and perform well in the changed environment. At the timeof merger and acquisition, managers of CoA firm needs to adopt transformationalleadership style (Johnston and Marshall, 2016).1
Transactional leadership: It is another approach of leadership in which leaders of thecompany push the people those who are making mistakes. Leaders closely monitorperformance of employees. If higher authorities feel that people are not performing wellthen they create pressure on them so that they performance level can be raised (Bush,2015). Leaders of the firm encourage people by giving rewards but also give punishmentas well so that errors can be reduced. In this, managers divide the work in such mannerso that pre-determined goal of the entity can be accomplished. Situational leadership: It is the type of leadership approach where leaders of the companyidentify the situation and accordingly create environment (Babbar and et.al., 2017). Ifthere is required to make it flexible then they make flexible policies but if it requires tocontrol over activities then they make it harder. On the bases of situation, leaders of theorganisation behave. It is considered as effective approach when changes are taking placefrequently. This hybrid approach support the leaders in managing operations well andmeeting with the objectives. After the merger and acquisition, Co A has adoptedsituational leadership and now employees have to perform different task in theorganisation (Haggblade and et.al., 2016). Autocratic leadership: It is the approach where leaders possess high power and they donot involve employees in decision making process. Leaders make decision and impose onthe lower level. Staff members are bound to follow their instruction.Democratic leadership style: It is the type of style in which managers and leaders involvepeople in decision making process (Shaw and Leberman, 2015). Organisational cultureOrganisational culture is the belief and values of the company. On the bases of theseassumptions, entity makes coordination with its employees and create environment so thatpeople can perform well in the corporation. After the acquisition of Co A with Co B, cited firm isrequired to use cultural web model (Vermersch, Carteado and Johnson, 2016). Cultural webmodel consists six major elements. That supports in conducting operations well and creatinghealthy culture in the organisation. 2
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