Different Management Styles for Changing Cultures at Semco

This paper highlights the different management styles used by Semco in diverse cultural environments and their impact on the organization's efficiency and employee satisfaction.

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People and Organizational Management
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People and Organizational Management 1
Contents
Part 1: Report...................................................................................................................................2
Introduction..................................................................................................................................2
Different Management Styles for Changing Cultures at Semco.................................................2
Conclusion...................................................................................................................................4
Part 2: Blog......................................................................................................................................4
References........................................................................................................................................6

People and Organizational Management 2
Part 1: Report
Introduction
The purpose of this paper is to highlight the information about the management styles used by
the company Semco in diverse cultural environment of the business. The paper represents brief
information about the different cultures at Semco that have been adopted by the management
along with different leadership styles implemented in the business to increase its efficiency.
Further, more details about the paper are discussed below:
Different Management Styles for Changing Cultures at Semco
The case study elaborated that the company was initially going on the wrong track with
inadequate leadership style used by the leaders in the business environment. Resulting in which,
the progress of Semco was depleting in the business environment. The organization structure of
the company was not treating the employees in the right manner due to which the needs of the
employees was not delivered successfully in the business environment. After Semler took over
the responsibilities of the business, the organization started getting better and the employees
started working more efficiently in the business environment (Girma 2016).
Leadership style plays a lead role in influencing the interest of people present the business
environment and increasing the profitability as well. Leadership style is an approach that helps in
implementing the plan, motivating people and providing direction in the business environment as
well. Below mentioned are the leadership styles followed by Semler during different cultural
changes present in diverse work environment (Renko, et. al., 2015).
 Authoritarian Leadership (Autocratic): Authoritarian leaders are also known as
autocratic leader in the environment. This type of leader provides a clear image about the
activities that are needed to be done in the business environment. This type of leader also
takes the decision on the basis of the no help or guidance of the subordinate in the
business environment. Under this type of leadership, the leaders believe that their
decision is best for the company. They do not seek to attain suggestions from the
subordinates in the business environment (Holten, and Brenner 2015).

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The decision making process under this type of leadership is not good because the leader
does not consider various factors that are related to the interest of other people in the
business environment. While in the given case of the company Semco, it should be noted
that the father of Semler used to implement the autocratic leadership process in the
business environment due to which employees were dissatisfied from the activities of the
company. With the application of his leadership style in the company, the profits were
depleting while the dissatisfaction among the employees was also increasing. Resulting in
which, the need of change in the leadership style emerged so as to maintain the level of
profits and help the company to grow as well. Thus, taking over of Semler helped the
company to survive otherwise it would have gone into liquidation if the autocratic
leadership would be still on going in the company (Iqbal, Anwar, and Haider 2015).
 Participative Leadership (Democratic): the democratic leadership style or the
participative leadership refers to the leadership style that is characterised as the process of
having power in the hands of leader and the leader equally sharing it with the team
members in the business environment. The participative leadership helps the leader to
share their views and opinion with other members of the company and welcoming other
members also to share their perspective and guide the company as well (Rosenbach
2018). In this way participative leadership involves the help of employees in successful
growth of the business. The company Semco needed this type of leadership so as to retain
the employees and create a relationship with them. By using this type of leadership
process, the organization aimed to look at the best and trustable employees in the
company. The leader aimed to motivate the employees by giving them the opportunity to
participate in the decision making process in the business environment.
This type of leadership of Semler helped him to increase the creativity and innovation
activity in the business by working on the guidance of the employees (Popli, and Rizvi
2016). Semler eliminated the organizational chart from the business so as to give
effectiveness to his leadership activities in the business environment. Along with this, the
employee turnover rate started reducing as the people started trusting on the activities of
the company. Good working environment was created as there was no barrier to
communicate with the leader in the company and voice of employees was heard while
making decisions in the business (Nguyen, et. al., 2017).

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 Delegative Leadership (Laissez-Faire): Under this type of leadership, the leader
provides little or no guidance to the members of the team and leaves the decision making
process on them. Under this type of system, the leader takes the responsibility of the
decision but the decision is conducted by the employees of the company. The leader
relies on the capability of the employees to take decision for the betterment of the
company because that decision will affect their working as well. Further, in the company
Semco, the leader encouraged the employees to choose what they want from the company
and how they want to make it. Due to which, the employees demanded for freedom and
took it as well. The leader understood the fact that all the employees are no same in the
business environment so everybody needs their own time and working conditions to
grow. So, flexible working environment helped the employees to work according to their
capacity and time (Chua, Basti, and Hassan 2018).
Further, talking about the link between the management and leadership theories, it should be
noted that leadership helps in the management process. The leadership process helps the business
managers to aim and achieve the goals and efficiently solve the problem as well. This process
also helps the managers in keeping the interest of employees intact.
Conclusion
Thus, in the attention of afore mentioned activities, it should be concluded that Semler
implemented various types of leadership activities in the business environment to sustain the
activities of Semco. Leadership activities of manager can alone make or break the activities of
the organization.
Part 2: Blog
It is crucial for the business to grow while managing the successful team. The manager is the
head of the team while the employees are its backbone and without a backbone no person can
stand tall in the environment. So, it should be noted that it is very important to build an effective
team so as to achieve the business objectives in the target market. There are various ways with
the help of which manager develop a team and maintain solid relationship with the employees in
the organizational environment. With the increase level of competition in the industry, it has
become necessary to develop the teams in an efficient manner otherwise; the business will not

People and Organizational Management 5
hold its effectiveness in the market. A successful team supports the manager in achieving the
organizational target and competing against competitors in the target market (Aga,
Noorderhaven, and Vallejo 2016). Below mentioned are the effective ways with the help of
which team is managed at the workplace environment:
Communication: communication is the key for the effective team building process. With the
help of communication, the employees get to talk to each other formally as well as informal and
create a personal bond with the employees. Communication helps in preparing the employees to
achieve the business objective and addressing their issues as well. With the help of effective
communication, many conflicts are resolved at the initial basis only. Team building process is
enhanced using effective communication (Ford, Piccolo, and Ford 2017).
Motivation and Trust: motivation and trust is another aspect of the team building process.
Motivation from the part of leader increases the efficiency of the employees and makes them
focused to achieve the business objective as well. Motivation helps the leader to keep the interest
of the employees in the right direction while trust helps the employees to rely on the activities
and decision of the leader. Trust is the core aspect in building any relationship in the business
environment. It is important for both the parties (leader and employees) to trust on each other
otherwise things will not work effectively in the business (Brown 2016).
Co-operation: cooperation aspect helps in resolving the problem. This aspect makes a team as
when one employee is fully packed with the work, it is the responsibility of the other employee
to cooperate and work for them as well. In this way a team is managed at workplace.
Further, relating the team dynamics with the Semco team, it should be noted that when Semler
began working in the organization there was no team due to lack of adequate leadership but
gradually after providing adequate trust and responsibility to the employees in the business,
team of Semco started developing. Now the company has reached the objective of a good team
by trusting on each other, backing up each other’s work, communicating and growing altogether
(Lennie, et. al., 2015).

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References
Aga, D.A., Noorderhaven, N. and Vallejo, B., 2016. Transformational leadership and project
success: The mediating role of team-building. International Journal of Project
Management, 34(5), pp.806-818.
Brown, J., 2016. From creativity to team innovation: Building the bridge in organizations.
Chua, J., Basti, A. and Hassan, Z., 2018. Leadership style and its impact on employee
performance. International Journal of Accounting and Business Management, 6(1), pp.80-94.
Ford, R.C., Piccolo, R.F. and Ford, L.R., 2017. Strategies for building effective virtual teams:
Trust is key. Business Horizons, 60(1), pp.25-34.
Girma, S., 2016. The relationship between leadership style, job satisfaction and culture of the
organization. International Journal of Applied Research, 2(4), pp.35-45.
Holten, A.L. and Brenner, S.O., 2015. Leadership style and the process of organizational
change. Leadership & Organization Development Journal, 36(1), pp.2-16.
Iqbal, N., Anwar, S. and Haider, N., 2015. Effect of leadership style on employee
performance. Arabian Journal of Business and Management Review, 5(5), pp.1-6.
Lennie, J., Tacchi, J., Wilmore, M. and Koirala, B., 2015. A holistic, learning-centred approach
to building evaluation capacity in development organizations. Evaluation, 21(3), pp.325-343.
Nguyen, T.T., Mia, L., Winata, L. and Chong, V.K., 2017. Effect of transformational-leadership
style and management control system on managerial performance. Journal of Business
Research, 70, pp.202-213.
Popli, S. and Rizvi, I.A., 2016. Drivers of employee engagement: The role of leadership
style. Global Business Review, 17(4), pp.965-979.
Renko, M., El Tarabishy, A., Carsrud, A.L. and Brännback, M., 2015. Understanding and
measuring entrepreneurial leadership style. Journal of Small Business Management, 53(1),
pp.54-74.

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Rosenbach, W.E., 2018. Contemporary issues in leadership. Routledge.