Organisational Design and Management: Leadership, Motivation, Sustainable Development Goals, Outsourcing, Schein Assumptions, and Kotter's Change Model

This study discusses various topics related to organisational design and management, including transactional and transformational leadership, intrinsic and extrinsic motivation, sustainable development goals, outsourcing, Schein assumptions, and Kotter's change model. It provides examples and advantages/disadvantages of each topic. The study aims to provide an easy-to-understand report on each question.

ORGANISATIONAL DESIGN
AND MANAGEMENT
TABLE OF CONTENT

INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
SECTION - A..................................................................................................................................3
Transactional Leadership and Transformational Leadership......................................................3
Evidence to support choices and examples of both type of leaderships......................................3
SECTION – B..................................................................................................................................4
Intrinsic Motivation and Extrinsic Motivation............................................................................4
Workplace examples....................................................................................................................5
SECTION-C....................................................................................................................................5
Sustainable Development Goals..................................................................................................5
EXAMPLES OF THE FIRM OF SDGs......................................................................................6
SECTION D.....................................................................................................................................7
Define outsourcing-.....................................................................................................................7
Advantages and disadvantages of outsourcing with examples-..................................................8
SECTION E.....................................................................................................................................8
Schein 2004 espoused values and underlying basic assumptions-..............................................8
Examples of the dimensions of the culture-................................................................................9
SECTION F.....................................................................................................................................9
Advantages and disadvantages of the Kotter's 8 stage change model-........................................9
Applying Kotter's model on Unilever structural change-..........................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisation design means the creation of processes, framework and rules to make sure that the
goals of the organisation can be achieved. Management refers to the process of planning,
organising, staffing, directing and controlling the efforts of the organisational people's toward the
same place for the accomplishment of organisation goals, this study will discuss about
leadership, motivation, sustainable development goals, outsourcing, Schein assumptions and the
Kotter's change model, all these are particularly divided according to their sections starting from
section A to F, This study will show the understandable and easy report to each and every
question.
MAIN BODY
SECTION - A
Transactional Leadership and Transformational Leadership
Transactional Leadership
This is also known as the transactional management, it is the type of leadership that focus on the
performance, organization and supervision of the firm. It is said to be the combined part of
leadership model of full range, this type came in front of everyone as the component of
competitive advantage during the time of industrial revolution, the managers of this type mainly
focuses on the performance that is relatable to task or goal.
Transformational Leadership
It is said to be a model which is necessary for the motivating innovation, it is the type of learship
in which the leaders encourage, motivate and inspire employees to make innovation and to create
a change that will help in growth of the firm and may change the future success of the company,
this is achieved by setting up an example at middle level which shows a heavy sense of culture
that is corporate, ownership of employees and workplace independence.
Evidence to support choices and examples of both type of leaderships
EXAMPLES
TRANSFORMATIONAL LEADERSHIP TRANSACTIONAL LEADERSHIP

Steve jobs and Tim cook the owners of APPLE
can be said as the best example for
transformational leadership; apple is an
example of dual transformation, Steve jobs
have innovated the Microsoft products and
have also built a software ecosystem and cook
mainly focus on innovation on software and
loyalty of brand
The world's richest person Bill gates is the
greatest example of transactional leadership ,
as during the examination of anything what
bill gates used to do is just to ask the questions
until he is satisfied.
Persons mostly prefer the transformational leadership as it motivates and create a positive growth
in the followers, it illustrates the moral standard inside the firm, create a better office culture by
motivating employees towards the organization interest rather than owns interest,
transformational manager gives coaching and controlling power but it also allows the employees
to take some decision by themselves some times.
SECTION – B
Intrinsic Motivation and Extrinsic Motivation
Intrinsic Motivation
this type of motivation is directly linked to the reward, this involves the
performance of task efficiently, as it is personally rewarding you, intrinsic
motivation can be defined as the doing of task without the want of external rewards
People do it because they love to do it they doesn't do this for any purpose, they
complete the task or do something for their own happiness such as old man reading
books, children playing cricket. The result comes from the work gives the internal
satisfaction and satisfy the basic need of psychology.
Extrinsic Motivation
This type of motivation is carried out for the purpose of external rewards, person
doing this activity for the purpose of getting reward these rewards can be in terms
of monetary or non monetary, these are not the one who satisfy the psychological
needs but it makes the person gain something, the rewards are given to them only

who comes to the outcome of the task, extrinsic motivation is related to getting
something in return, in this kind of motivation the work is not done by heart, it's
done because of the outside causes which can be avoidance of punishment or
receiving a reward (Ryan, 2020).
Workplace examples
Intrinsic motivation Extrinsic motivation
AMERICAN BANKERS McDonald's
In a study in united states in 2004 mostly
corporation of US banking founded that
mostly employees doesn't get affected due to
extrinsic factors like money, fame, excess pay
or bonuses, these are the surprisingly given
financial focus of the industries (.Locke, 2019
),
other than that the study has also shown that
the psychology needs of the personals are
much important than the external surprises,
employees in the American bankers wants to
feel the best in whatever the work they are
doing, they have to be connected to those to
whom they work with etc.
Asin above the extrinsic motivation is
discussed it has shown that the it
includes the reward, hence in
McDonald's for the fast and fine
delivery it gives the rewards to the
employees as an incentives
(Woolley,2018)..
(SECTION-C)
Sustainable Development Goals
Sustainable development goals are the collection of goals which are designed to
achieve a good and sustainable future for all the people, sustainable development
goals are proposed in the year 2015 and will be accomplished by 2030(Kopnina,
2020.). The 17 sustainable development goals are as follows :-

1. NO POVERTY
2. ZERO HUNGER
3. BETTER HEALTH AND WELL-BEING
4. QUALITY EDUCATION
5. GENDER EQUALITY
6. SANITISATION AND CLEAN WATER
7. AFFORDABLE ENERGY AND CLEAN ENERGY
8. ECONOMIC GROWTH AND DECENT WORK
9. INDUSTRY INNOVATION AND INFRASTRUCTURE
10.REDUCED INEQUALITIES
11.SUSTAINABLE COMMUNITIES AND CITIES
12.RESPONSIBLE PRODUCTION AND CONSUMPTION
13.CLIMATIC ACTION
14.BELOW WATER LIFE
15.LIFE ON THE LAND
16.JUSTICE, PEACE AND STRONG INSTITUTION
17.GOALS FOR THE PARTNERSHIPS
All these goals are the part of sustainable development and the government has
planned it to achieve till 2030. these goals are also known as the global goals. All
these goals have equal importance but the first 7 goals are the main goals to
accomplish for any kind of firm.
EXAMPLES OF THE FIRM OF SDGs
Microsoft is the best performing firm in the index of sustainable development
goals, even the owner of Microsoft have said that they will give full support to the
UN's mission of achieving the sustainable development goals, there achieve the
sustainability by using key technology on advancing multi stakeholder globally,
environmental and humanitarian growth and goals of security also the Microsoft

had also made a goal of being carbon negative by 2030 and have said that their aim
is to decrease the carbon practices globally through the help of sustainable
organisational practices done by their organisation and by using the cloud enabled
technologies (Naidoo, 2020).
Amazon is the online retail store operation organization that every times tries its
best for the sustainability but have never adopted, also it is not even possible for
the organization to be sustainable 100% as the packaging, labelling will surely
include the plastic bags or products which can never be denied in any context (Mio,
2020.).
Section D
Define outsourcing-
Outsourcing is the practice of business which includes hiring parties outside the company for
performing for production of goods which were traditionally produced in house by the
employees and staff of the company or it can be defined as it occurs when a company retains the
business of another company to perform their activities. Outsourcing is very specific part of the
business which is performed by the third party. This is the process practised by organization as a
cost-cutting measure as well as Outsourcing helps the business to reduce the labour costs. This
strategy is used by the companies for better focus on the important or significant elements of the
company (Globerman and Vining, 2017). This also helps in improving the efficiency and the
productivity because of the high and effective performance of the other firm. The benefits of the
outsourcing can be such as it lowers the cost, access to skills and resources, it allows access to
innovation and many more.
There are 4 types of outsourcing as-
Professional outsourcing- This includes the types of specialized professional services like legal.
Accounting, administrative jobs and many more.
IT Outsourcing- The services related to IT comes under this type of outsourcing like
technology.
Manufacturing Outsourcing- This includes hiring manufacturing company for producing the
goods at low prices.

Advantages and disadvantages of outsourcing with examples-
The advantages of outsourcing are as follows-
Controlled costs- The outsourcing strategy is mainly used by the business to release the capital
for investment in the department where it is needed in the business.
Increased reach- The outsourcing allows giving access for the capabilities and facilities so that
it becomes affordable and accessible.
More competitive edge- Outsourcing allows the business to leverage knowledge and skills
simultaneously with the overall supply chain.
Improved focus on core business- Outsourcing main aim is to focus on the core business
activities as it allows the staff to focus more on the main tasks and on the future strategies.
Disadvantages of outsourcing are as follows-
Service Delivery- The service of the delivery may not be on the time that is below the
expectation dates.
More risk- Confidentiality and security may be at the risk because the production occurs in
different countries.
Management difficulties- The outsourcing involves changing of the company which may lead
to the friction.
Instability- Outsourcing organization may happen that it can go out of the business.
Examples of outsourcing are-
Apple- This company goes for outsourcing the production of its mobile phones in many
companies like Foxconn which manufactures the final mobile phone.
Call Centres- There are significant number of call centres that have gone to developing countries
such as Indonesia, India and many more. They outsourced because for satisfying the quality
needs of the customers.
Section E
Schein 2004 espoused values and underlying basic assumptions-
The schein's Model of Organization Culture is the model which aims at understanding the
concept of the culture and the way it impacts the organizations (Kuo and Tsai, 2019). The
espoused values of this model are the things which the organization tells about the culture and
the way of working. These are deeper indicators as well as levers of the culture compared to the
artifacts. Along with this, they are shallower compared to the underlying beliefs. Espoused

values includes organizational values, employee and company charters, behaviours, team
contracts and the mission and vision of the organization. Analysing these values helps the
organization in providing insights to the organization culture while changing these will provide
them level of change in the organizational culture.
The underlying assumptions are defined as the source of values in a culture and the activities or
actions within the organizations. These assumptions are generally known, but they are not much
discussed, written or easily found. Underlying assumptions consists of unconscious thoughts,
perceptions, beliefs and the feelings. Since, these assumptions are not dealt openly and are not
discussed, so they cannot be easily changed or stated. The problems arise when there is need of
change in the organization.
Examples of the dimensions of the culture-
Artifacts- These are the materials, buildings, symbols, images, names and many more related to
these which can be touched or seen for making sense to all the organizations stakeholders. The
examples of this dimension of culture can be furniture of the company, office layout, dress
norms. The Palo Alto office of IDEO has an aeroplane wing coming out from the wall which
shows the surprising and puzzling artifacts culture of the organization.
Espoused values- Google has many espoused values which are encouraged and supported by the
company's employees. This company has created a project known as Google Green (GG), the
purpose of this project is to focus on the development of the renewable sources of power. The
company supports the employees for using fully equipped stations of food which are placed
everywhere in the campuses, and they are always inspired by the greener technology (Gao,
2017).
Underlying assumptions- Google are focusing on the underlying assumptions which are also
encouraged by the employees.
Section F
Advantages and disadvantages of the Kotter's 8 stage change model-
Kotter's model is a 8 step change model in which the first three are all about creation of climate
and the next are on engaging and enabling the employees of the organization (Lazuardi and
Muhyi, 2021). And the last are on sustaining and implementing the change.
The advantages of this model are-

 It is an easy model and done step wise and gives clear description and proper
guidance of the overall process of the change in the organization as well as it easy
for implementation.
 It provides more emphasis and focus on the acceptability and involvement of the
employees in achieving the overall process of the change.
 This change model mostly focuses on the preparation and creating the
acceptability of change in the organization instead of the actual process of change.
Disadvantages of this model are-
1. As it is the step by step model of change, so if the single step is missed in the process it
may lead to serious problems in the organization.
2. This process involves 8 stages which takes much time for completion which means it is
more time-consuming.
3. This model of change involves top- down movement which discourages the participation
scope in the organization.
4. In this model, the requirements of the individual are given due attention because of which
employees may feel frustrated and dissatisfied.
Applying Kotter's model on Unilever structural change-
For example, Unilever is changing its organizational structure that is they are not adopting
matrix organizational structure from divisional structure. The company using Kotter's change
model for changing the structure of the organization. Thinking about changing the structure of
the organization it is very important to understand the advantages as well as disadvantages by
applying this change of model (Rajan and Ganesan, 2017). The advantages this model of change
provided to the company as the first three steps of this model puts the overall organization on the
right track because this the only change model which gives more emphasize on the necessity of
generation and maintaining the urgency through the overall change process and it gives more
importance of motivating employees which will help the organization to increase the
productivity level. With these benefits it also has disadvantages while the change process such as
this process consists of 8 steps which means it is much time-consuming model. The requirements
of the employees are much taken care by which the employees become more frustrated and
dissatisfied.

CONCLUSION
This report has 6 different sections, the first section of this report has discussed the leadership
styles, second section includes types of motivation in the organization. The third section has
discussed the sustainable development goals and the fourth section involves the concept of
outsourcing and fifth section has discussed the schein's 2004 culture dimensions and the last one
has discussed the advantages and disadvantages of Kotter's model.

REFERENCES
Books and journals
Gao, Y., 2017. Business leaders’ personal values, organisational culture and market
orientation. Journal of Strategic Marketing, 25(1), pp.49-64.
Globerman, S. and Vining, A.R., 2017. The outsourcing decision: A strategic framework.
In Global outsourcing strategies (pp. 27-40). Routledge.
Kopnina, H., 2020. Education for the future? Critical evaluation of education for sustainable
development goals.The Journal of Environmental Education.51(4). pp.280-291.
Kuo, T. and Tsai, G.Y., 2019. The effects of employee perceived organisational culture on
performance: the moderating effects of management maturity. Total Quality Management
& Business Excellence, 30(3-4), pp.267-283.
Lazuardi, M.L. and Muhyi, H.A., 2021. Change model combination: A comprehensive way for
successfully change. Journal of Public Value and Administrative Insight, 4(1), pp.1-10.
Locke, E.A. and Schattke, K., 2019. Intrinsic and extrinsic motivation: Time for expansion and
clarification. Motivation Science, 5(4), p.277.
Mio, C., Panfilo, S. and Blundo, B., 2020. Sustainable development goals and the strategic role
of business: A systematic literature review. Business Strategy and the Environment.29(8),
pp.3220-3245.
Naidoo, R. and Fisher, B., 2020. Reset sustainable development goals for a pandemic world.
Rajan, R. and Ganesan, R., 2017. A critical analysis of John P. Kotter's change management
framework. Asian Journal of Research in Business Economics and Management, 7(7),
pp.181-203.
Ryan, R.M. and Deci, E.L., 2020. Intrinsic and extrinsic motivation from a self-determination
theory perspective: Definitions, theory, practices, and future directions. Contemporary
educational psychology, 61, p.101860.
Woolley, K. and Fishbach, A., 2018. It’s about time: Earlier rewards increase intrinsic
motivation. Journal of personality and social psychology, 114(6), p.877.
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