Organizational Theory and Practice

This document explores the principles and functions of management, organization structure, leadership style, power, influence, and conflict in organizational theory and practice. It examines the management style and functions used by the CEO, steps taken for high performance and organization culture at Mothercare, leadership style of the CEO, and the effects of power, influence, and conflict at the chosen firm.

ORGANIZATIONAL
THEORY
AND
PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................3
A) Examine the management style and state the principle and functions of management used
by the CEO?.................................................................................................................................4
B) Analyze the steps taken with regard to organization structure in order to achieve high
performance and state the organization culture at Mothercare and its impact on the employees
.....................................................................................................................................................7
C) Describe the leadership style of the CEO of Mothercare to enhance the organizational
effectiveness................................................................................................................................8
D) Analyze the effects of power, influence and conflict at the chosen firm.............................10
E) Discuss the various types of motivation used at Mothercare................................................11
RECOMMENDATIONS...............................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Society is an organized social framework in which meetings of people cooperate to meet some
agreed destinations. Classification Hypothesis (OT) is an association study to help identify the
underlying problems to take care of the problems, improve efficiency and profitability and meet
the needs of the participants. Reliably, OT can be conceptualized as the study of three important
subscales: single modalities, background forms and classification method. As societies discuss
the field of general well-being, from groups of abstract people who are free to support crises to
investigate institutions, understand societies and how they function, common welfare experts are
getting stronger, they are members of societies.
The first evaluation will attempt to make a great effort by summarizing important ideas in an
authoritative hypothesis. The three general ideas to be examined include: individual modalities,
introducing a motivation hypothesis, a character hypothesis and a working hypothesis; primary
forms that recall the work for collections / letters, authority, strength and influence; and
authoritarian ways, in that it identifies with the hierarchical structure and authoritarian culture.
The second evaluation will follow, where is dynamics included and what are the advantages and
weaknesses of differentiating acute sources? Considering the needs of the patient population,
what types of cases are regularly monitored? Applying against a good mix helps control the
mode of activity. If a ton of non-serious conditions are brought to the emergency clinic, we
should consider using an emergency observation model to maintain first aid for a serious
condition. We accept that agile and employee-related issues are not just stupid questions, as they
would naturally resolve them. We will only consider changes in the structure and structure of the
ranking for the importance of your OT topic.
By developing the basic multilateral nature, patients can begin and terminate administration at a
faster rate. This not only makes the medical clinic see more patients, but it improves customer
satisfaction. Similarly, jobs and job responsibilities can motivate employees by expanding the
discipline of patient observation. Medical caregivers can use their expert skills even more
effectively and specialists can focus on patients with illnesses or problems that require their
knowledge and preparation.

A) Examine the management style and state the principle and functions of
management used by the CEO?
The management style reflects the ways in which an individual uses to deal with an individual,
meet, venture, and bring together individuals or a company. It can include subtleties, for
example, how they order work, how they decide, how they plan and how they exercise authority.
Application managers use different management styles to help their needs and goals at a random
time. When choosing the style of executives to use, they must take into account some of the
accompanying components:
 The amount of work to be completed and the speed with which it must be completed
 Their business and their friends' culture
 Their character and the characteristics of their leaders
 Group goals and friends
 The mind and characters of the people they are observing
Totalitarian
A totalitarian leader follows a top-down approach to driving. In this style, leaders rely solely on
options. They establish clear and clear ways that everyone must follow and do not constantly like
criticism from staff.
Example: many restaurants use an imperious management style. Cafeterias spring up waiting for
systematic help and excellent food. Given that most restaurants have limited margins and
experience the side effects of even a small variety, the work of dictatorial administration is
commendable for keeping everyone focused on the results. and efficiency.
Consultation
Consultant supervisors speak to representatives for a reliable contribution and take staff concerns
into account. They often have an open access agreement that urges delegates to share what is and
doesn't work in society.
Example: a group director of a company holds meetings week after week after week with each
of the other colleagues. They are approached to share progress about their responsibilities, what

they believe is working well, and what they believe needs to be improved. The group's director
uses those criticisms to set records, name resources and set goals for next week..
Laissez-faire
In the free enterprise style of managers, managers are more like coaches than pioneers. They are
accessible when employees need guidance, but often allow producers to decide for themselves
how they can move forward with business.
Example: Managers in the tactical divisions find that free enterprise is a convincing
management style because it offers agents a place they need to work. In any case, it is necessary
to remember that this style of administration works mostly with self-motivated agents.
Powerful
Authorized leaders have control over dynamics, but they work to help delegates understand why
the choices leaders make are best for the organization. When the association is effective,
producers widely recognize the choices from top to bottom and make a concerted effort to
achieve them.
Example: consider what happens when an external master, for example a free expert, enters to
distribute the organization's activities. Employees can be wary of what the specialist has to say
and may be reluctant to implement the proposed changes. Powerful administrators will have the
opportunity to convince the staff that the master's ideas and suggestions are legitimate.
Transformational
The transformation of the style of the game board will focus on creating an atmosphere that
provides the basis for improvement. This is a rational management style for organizations in
rapidly changing enterprises.
Example: it is possible to constantly find transformation administrators in the innovation sector.
These leaders constantly change the market and challenge and awaken their agents to do
extraordinary things.
Fayol's 14 Management principles:

Division of labor - When producers are exceptional, performance can increase as they become
talented and effective.
Authority - Managers need to be able to deliver orders, but they also have to remember that
responsibility comes with power.
Order: discipline needs to be controlled in societies, but strategies for doing so may differ.
Solidarity command - Employees need to have just one manager.
Director Solidarity - Teams with a similar goal should work within a leader, using consensus.
This will ensure that the activity is properly organized.
Submission of Individual Interests for a Common Interest - An employee's interests should not
be considered a higher priority than the interests of the senate. This includes the directors.
Compensation: employee performance is subject to reasonable compensation for all. This
includes both cash and non-cash related salaries.
Centralization: this rule refers to the proximity of agents to the dynamic approach. A focus on
relevant equality is essential.
Split chain - Employees need to know where they are in the advanced system or hierarchy of the
society.
Application: Workplace offices need to be perfect, clean and safe for agents. Everything should
play a role.
Value: Managers should be reasonable to employees on a regular basis, both by maintaining
significant control and by acting kindly where appropriate.
Persistence of employee command - Managers should try to limit the turnover of agents.
Organization of staff should be essential.
Actions - Employees must be given an important opportunity to make and finalize plans.

Esprit de Corps - Organizations should strive to improve friendship and solidarity.
Fayol's Six Functions of Management
Fayol's six primary functions of management, which go hand in hand with the Principles, are as
follows:
 Forecasting.
 Planning.
 Organizing.
 Commanding.
 Coordinating.
 Controlling.
B) Analyze the steps taken with regard to organization structure in order to
achieve high performance and state the organization culture at Mothercare
and its impact on the employees
Organizational structure refers to how individuals and cooperation within a company are
facilitated. To achieve classification objectives and targets, individual work should be enabled
and managed. The structure is an important tool for achieving coordination, as it presents names
of contacts (who reports to whom), revealing formal communication channels and revealing the
activities of highly connected individuals. Associations can operate within different structures,
each with favorable conditions and unprecedented weaknesses. While any structure not
adequately monitored will be tortured by problems, some authoritative models are better
prepared for specific situations and specifications.
Building Blocks of Structure
What exactly do we mean by hierarchical structure? What aspects of an organization's structure
influence any type of way we work and how work is enabled? We will examine four components
of a structure that focused most of the time in writing: centralization, formalization, various
leveled levels and division. We see these four components as the squares of the structure, or
components, which form an organizational structure. At that point we will see how these
structural squares meet to establish a framework of two structures.

Centralization
Centralization is the accumulation of dynamic authority at higher levels in a society. In
concentrated groups, many important choices are made at the most important stages of the
packaging order, but in decentralized organizations, choices are made and things are clarified at
lower levels by the staff closest to the matter mentioned.
As a producer, where could you feel more and more profitable? In case your answer is
"decentralized", you are not alone. Decentralized groups give more power to bring down the
level agents, giving a feeling of empowerment. Choices can be made faster and delegates often
assume that decentralized organizations give employees more appropriate levels of procedural
rationality. It is expected that employment competitors will be attracted to autonomous societies.
As the imported societies spread dynamic responsibility to leaders at a more important level,
they reflect more pressing demands on the judgmental capabilities of other CEOs and senior
managers.
Many organizations believe that the centralization of activities leads to lively, expensive aspects.
For example, in the 1980s, mechanical gear manufacturer Caterpillar produced integrated
dynamics products. At that rate, all approximate choices were made at the corporate central
station in Peoria, Illinois. This meant that when a seller working in Africa had to give an
discount on an item, he expected to check with the key command. The main command usually
did not have detailed or favorable data on the auxiliary markets to decide on a powerful option.
C) Describe the leadership style of the CEO of Mothercare to enhance the
organizational effectiveness
Leadership is extremely broad when it comes to management style models. They are completely
different because they have been such a broad group of colleagues since the founding of the
campaign. There are more than ten distinct styles of authority, and sometimes one style is
inappropriate for a particular society. Governance in this regard is with a delicate mind.
Sometimes the "pioneers" do not realize that they are driving within the limits of any trusted job.
Servant Leadership:

Workers pioneers are relatively small. They show others what they have done and are generally
focused on the needs of the organization and its representatives. These types of startups are not
common as they use power sharing techniques. A chief of staff pushes you higher than ever in
his / her abilities, responsibilities and vice versa, for example in the fact that he / she may not see
the potential in you.
Hands Off Leadership:
Commonly known as Laissez-Faire, portable appetizers are an important piece of management
style models. Did you know at any point of the explanation: "Do I leave it in your capable
hands?" The pioneers of Laissez-Faire are essentially devolving responsibilities and expect the
patrons to end up entering these specifications as expected. Later the "hand pioneer" appeared.
These pioneers are acceptable because they are not very difficult to agree with. Workers set
working hours for whenever they finish their exercises and meet the correct standards.
Pacesetter:
The Pacesetter campaign is set up remotely. Consider the pioneers in an Agile workspace. They
work where differential communication isn't reduced and things can pop up occasionally.
Pacesetters push workers as far as possible. However, they do it in such a way that it does not
interfere with individual employee performance or motivation levels.
Coaching leadership:
Managing a Mentor style is a powerful tool for moving your organization forward. This is
because a mentor-style pioneer focuses both internally and externally on recognizing and
maintaining the characteristics of each colleague, providing similar requests to all. .
Campaign leader:
A key initiative is the ability of an administrator or colleague to organize a dream for the
organization and the organization. The moment they think about the system, they would surely
convince other colleagues to follow a similar approach with the help of the right procedures and
tools.

This business mode effectively allows administrators to form an organization full of a wide range
of capabilities, unusually prepared and well-trained people who help the organization in any
normal or emergency situation.
D) Analyze the effects of power, influence and conflict at the chosen firm
Authority
The word authority most likely imparts to our brain the image of a parent abusing a child or a
military officer who commands soldiers or an administrator who controls or changes the
behavior of subordinates. All things considered, these are all parts of power. Similarly, authority
is seen as the choice to order others to act or not to act in a way that the power owner deems
necessary to further the goals of society. Coordinating the behavior of others depends on two
secondary rights:
(a) The option to choose from e
(b) The option to provide the appropriate discount signals. Without the option to choose, no boss
could be a productive organizer and without the option to issue requests and guidance, the
director's arrangements would be useless. This is because there could be no appeal about the use
of the plans.
Power
A person’s strength or ability is the ability to influence the behavior of others. This ability can be
based on a number of elements, such as intelligence, character and even power. When the force
receives formal recognition and support from the association, it is called authority. So to speak,
power is a larger idea of power and, of course, takes it away as a normal force relationship.
Equally strength is seen as the influence that did not depend on authoritative positions. Like
these lines, power relates to the effects of any relationship that is inside or outside the formal
classification relationship.
The short clarification below clarifies the difference between strength and authority. In the event
that a commander does not issue orders to subscribers in the best way to produce a personalized
dashboard, the manager and subordinates consider these orders valid. . Here, it can be said that
the administrator has used force as a positioning authority that connects to their job as a leader

and assigned to that person by a better officer together than having special classification
objectives.
Organizational Conflict
Fight is a problem. People's lives are fraught with problems. There is no living person who does
not have one type of matter or the other, no matter how well-being, clarity and amount of power
and strength that person possesses. This is something very similar to companies. Societies are
made up of individuals and therefore cannot avoid conflicts.
E) Discuss the various types of motivation used at Mothercare
Maslow's theory of the hierarchy of needs
This is one of the most famous ideas expressed on motivation. According to this hypothesis,
human needs are placed in different level structures (Koontz and Weihrich, 2006). These
requirements range from the lowest to the most exhilarating. As Maslow pointed out, when a
need is met at a certain level it is no longer a motivating factor and individuals move on to the
next level. The various phases starting from the bottom, as suggested in the figure, are
physiological requirements, needs for safety or well-being, needs for identification, needs for
estimation and needs for self-completion. This idea helps society to better understand the needs
of its representatives. The association is aware that if they are to meet the requirements of their
representatives, they must provide a situation where their individual needs are met at different
levels. Classifying requirements at different levels has helped to better understand how
motivation works in society.
Some of the important types of incentives are:
1. Accomplishment Motivation:
It is the quest to seek and achieve goals. A person with a performance motivation wants to
achieve goals and advance on a stool of progress.
2. Affiliation Motivation:
It is an inspiration to socialize with individuals on a social basis. People inspired by Alliance do
a better job when praised for their expectations and collective action. This incentive is of great

use where money cannot be used to promote it, especially the minimum wage allowed by
lawyers and unexpected experts.
3. Competence Motivation:
Being relevant to something is encouraged, allowing the person to do first-class work. The
ability to persuade individuals to seek work control, to fully invest in creating and applying their
critical skills and to struggle with being imaginative when challenged with barriers . They earn
from their experience. Experts, like heart experts, would feel excited to have the opportunity to
work on specific issues of their kind.
4. Power Motivation:
The effort is to influence people and change circumstances. Individuals who are motivated by
strength influence their society and want to be challenged to do so.
5. Attitude Motivation:
Emotional stimulation is the way individuals think and feel. It is fear, self-confidence and
excitement for life. Here's how they feel about the future and how they face the past.
6. Incentive Motivation:
This is the place where an individual or organization benefits from an action. It's "do this and
understand it," mind. These are the types of wages and premiums that make people work a little
harder. A large percentage of unruly workers are inspired when they are offered more money.
7. Fear Motivation:
Stimulating motivation puts pressure on a person to resist. It is instantaneous and takes care of
business quickly. It is useful in the short term. Leaders who follow x theory fall into this class; In
the Indian army, this type of motivation is well known.

RECOMMENDATIONS
For effective commercial performance it is important that the associations performing their
duties abroad are fully aware of the type of companies that are in different countries. For
example, in China individuals in the highest administrative position are usually more established
individuals who are generally considered to be due to their age. Another leader who has come
from the United States should know about China's social standards, otherwise he thinks
ultimately to disturb the central Chinese authorities and would make a dubious comment in the
society.
In this way, business performance is intrinsically linked to the adoption of a culture that
improves the capability of the organization's employees and makes them aware of their
organization. A society that relies on its type of business needs to understand which board style
is best. Due to the unique culture, the ranking leaders do not give it as much thought and it could
later cause an unexpected amount of confusion that leads to disruption. the expectation of
societies.
Another idea is that hierarchical composition can confuse the boundaries between your work life
and home life. Pay attention to how to use letter innovation. For example, it may not be a good
idea to acknowledge peer requests from supervisors on long-term interpersonal contact sites to
stop interrupting boundaries. Moreover, the impact of electronic mail on authoritative letters
depends on how the board implements workplace innovation. For example, email becomes
beneficial when used to organize a group meeting.
Motivation is fundamental for association activities and exercises in the study room. Behavior is
determined by specific factors that identify with individual needs and outcomes that result from
the acts. Thinking processes are an expression of one's needs. The sparks, therefore, are external
to the individual.

REFERENCES
Abe,E.,(1997)The Development of Modern Business in Japan The Business History Review ,
Vol.71.,No.2,pg299-308
Borkowski, N.,(2010 ) Organizational Behavior in Health Care Jones & Bartlett Learning
Borkowski,N.,(2010 ) Organizational Behavior in Health Care Jones & Bartlett Learning
Davies,S.,J.( 2007 ) Security Supervision and Management: The Theory and Practice of Asset
Protection Butterworth-Heinemann
Harrison , R. ( 1986 ) Understanding your organizations culture Harrison & Associates Inc., C.A.
Berkley rintegration of mergers and acquisitions Research Conference on the changing
roles of management accounting as a control system
Koontz,H.,Weihrich,H.,(2006 ) Essentials Of Management Tata McGraw-Hill
Management and Organisational Behaviour Plus MyLab Access Code by Laurie J.
Mullins (Paperback – 27 Apr 2010)
Srivastava,S.,K.( 2005 ) Organizational Behaviour and Management Sarup & Sons
The times 100(2010) Management structure and organisation [Online][Accessed on 15th
November 2010]url:http://www.thetimes100.co.uk/theory/theory–management-structure-
organisation–264.php