Analyzing the Relationship between Leadership Styles and Motivation

The provided content includes various articles related to organizational culture, innovation, leadership, motivation, learning, and performance. The authors explore the relationships between these factors and their impact on individual and organizational outcomes. Specifically, Hogan and Coote (2014) test Schein's model of organizational culture and innovation, while Mellor et al. (2014) provide a framework for implementing additive manufacturing. Nelson et al. (2015) examine motivational and self-regulated learning profiles of engineering students, and Ryan and Berbegal-Mirabent (2016) analyze the motivational profile of high-performing research scientists. Schneider et al. (2013) discuss organizational climate and culture, and Tyssen et al. (2014) explore transactional and transformational leadership in projects. The remaining articles investigate various aspects of motivation, learning, and performance.

ORGANISATION AND BEHAVIOUR
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Executive Summary
This report deals with behaviour of organisation. Author explains structure and cultures of this
organisation and styles of leadership. This study sheds light on approaches and theories which
can be applied on management of Enterprise Car Rent and City College. In order to better, this
report involves two case studies namely city college and Enterprise Car rental services. As
mentioned in given scenario, City College aims to educate local community and Enterprise Car
rental provide rental services. It looks for employees which leadership qualities and motivates
them to improve their performance. Considering these case studies, effects of structure on work
culture have also been studied. Group behaviour and nature of group behaviour has also been
studied. Applications of theories have been studied according to case studies which have been
provided. This study reflects about application of different motivational theories on both
organisations. It clearly defines advantages of integrating technologies in organisation.
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Table of Contents
Introduction......................................................................................................................................4
Task 1...............................................................................................................................................4
1.1.Differentiate between various organisation culture and structure.............................................4
1.2.Impact of relationship between structure and culture of organisation on performance of
business............................................................................................................................................7
1.3.Factors influencing behaviour of an individual at workplace...................................................7
Task 2...............................................................................................................................................8
2.1. Effectiveness of various leadership styles................................................................................8
2.2. Organisational theories explaining management practice........................................................9
2.3. Different approaches of management used by various companies.........................................10
2.4. Impact of various leadership styles.........................................................................................10
2.5. Application of various motivational theories.........................................................................11
2.6. Application of motivational theories for managers................................................................11
2.7. Nature of groups and behaviour of groups.............................................................................12
2.8. Factors which can affect teamwork efficiency in a particular organisation...........................12
2.9. Impact of use of technology in team functioning...................................................................12
Conclusion.....................................................................................................................................13
Reference List:...............................................................................................................................14
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Introduction
This report aims to know about behaviour of an organisation. It explains various structure and
cultures of organisation, different styles of leadership, and various approaches of management
and motivational theories which will help to understand behaviour of organisation. In order to
better, this report involves two case studies namely city college and Enterprise Car rental
services. City College is a private established college and it aims to educate local community.
Enterprise Car rental provide rental services. It looks for employees which leadership qualities
and motivates them to improve their performance. By studying these two companies, it will help
to understand better about organisational cultures and structure, various motivational theories
along with leadership styles.
Task 1
1.1. Differentiate between various organisation culture and structure
According to Baur and Haase (2015, p.93), there are two types of organisation structure, which
are flat and tall organisation structure. Flat organisation structures have few levels of
management where each level is controlling a large group. They mainly focus on providing more
powers to employees instead of sticking them to chain of command. In addition to this, they
encourage their employees to find solution to problems by themselves i.e. self-directing. They
tend to create more talents in their company as done in Enterprise Rent Car. In this company,
they search leadership qualities in their employees and motivate their employees so that they can
self-direct.
On the other hand, Tall organisation structure has a chain of command which every employee
needs to follow which can be compared to military (Anderson et al. 2014, p.1303). There is an
increase in management levels when there is a growth in organisation. In this type of structure,
managers in every rank have a small authority as in City College. City College has three
different departments which have their own functions. In addition to this, they are all answerable
to owner.
Each of structure have their pros and cons. Advantage of Tall structures is that job
responsibilities are very clear and work of different employees can be supervised in a better way.
Structures are very clear with different layers with mentioned responsibility. However, there is a
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problem when organisation expands and hierarchy become too tall. This may lead to problems in
communication which may directly affect decision making (Schneider et al. 2013, p.383).
Therefore, City College might face problems if it expands. This is because every decision taken
in this college can be crucial and directly affects stakeholders related to it.
Advantages of Flat structures are employees are given larger scope to learn and develop by
themselves. This type of structures promotes more of group working. It is very important that
leader to share their information to with their team member. According to Wiewiora et al. (2013,
p.1169), leaders have to manage to be open, vulnerable as well as tolerant in order to excel in
this type of structures. In addition to this, these structures are more flexible than taller structures
which lead to faster communication. However, managers are sometimes are overloaded with
work which can happen in Enterprise car rental services. Along with this, there are always
chances that some employees may try to change system at their backs which lead to distrust
among employees.
There are several models which have tried explaining structure of organisation. One such model
is Charles Handy Model (Besharov and Smith , 2014, p.373). According to this model, four types
of culture is followed in an organisation. These cultures are Power, task, Person and Role
Culture of Power
There are only few people in an organisation who has power and they have power to take
decision for the company. These people have special benefits. These people have rights to
allocate responsibilities to their subordinates. In this type of culture, subordinates do not have
any option rather than following orders of their employers. There are not allowed to share their
views or idea in an open meeting or forum. There are chances for managers to be partial or
favour someone (Hogan and Coote, 2014, p.1619).
Culture of Task
In this type of culture, employees work hard to achieve targets which are set by their managers.
This culture promotes grouping of employees who have common motives and interests to form a
team. In general, there are five members in team (Mellor et al. 2014, p.197). This number can
differ in various companies. They facilitate contribution of every team member in order finish a
particular task in an innovative manner.
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Figure 1: Charles Handy Model
(Source : Besharov and Smith , 2014, p.373)
Culture of Person
There are organisations where employees feel that they are more important that company. They
are concerned about their benefits rather than thinking about company’s benefits. Generally this
type of organisation suffers as decisions which are taken are never in the favour of organisation
(Dinh et al. 2014, p.37).
Culture of role
In this type of culture, every employee has a particular role which is provided to him according
to qualification and experience. Managers provide them with challenges to extract best work out
of him. Every employee is counted and they take responsibility about work which is provided to
him (Brouthers, 2013, p.21).
According to Edgar, companies do not adopt or follow in one day. This forms in due course of
times where employees face many challenges which can lead to several changes. He mentioned
that there are three levels of organisation:
Artifacts
This is first level of culture of organisation which is possible to hear, feel and view. For example,
dress code, facilities, behaviour, vision and mission of a company (Wery and Thomson, 2013,
p.107).
Values
This is next level of this model which states about values and attitudes of several of employees in
a particular organisation (Aryee et al. 2015, p.233). This is very important as it decides about
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culture of a company. Psychological background of any employees is directly related to
workplace culture.
Assumed Values
Third Level is assumed values which are not possible to measure. However, it affects workplace
culture as there are certain facts and believes of employees which are hidden but do effect
attitude of an employee (Nelson et al. 2015, p.79). For example, inner aspects of human nature
can fall under this level.
1.2. Impact of relationship between structure and culture of organisation on
performance of business
Structure and culture of an organisation are dependent on each other. As mentioned by (),
structure of management decides behaviours, ethics and attitudes that is responsible to create
culture of work. Suppose, if a company has a tall structure then power of decision making lies
with top management. Therefore, work culture will show lack in freedom in lower levels. If
company has a flat structure then power is shared at all levels of management. Therefore, culture
would be more independent, accountable as well as personalised. As stated by Ryan and
Berbegal-Mirabent (2016, p.5301), it is important that how a company allocates power as it will
decide behaviour of employee. This is usually dependent on structure as well as culture of an
organisation. For example, Enterprise car rental hires individual who have leadership qualities in
them. They have common aims and objectives. In addition to this, they favour individuals having
ability rather than individuals having experience. They struggle to have an open culture in their
organisation which is usually related to start-ups. They believe that every employee can equally
contribute to improvement of an organisation and make sure that everyone can share their views
and ideas (Carpenter and Charon, 2014, p.79).
On the hand, City College has tall structure which does not allow employees to share their ideas.
They have been given job responsibilities and need to follow their orders of their superiors. Their
culture is not very motivating.
1.3.Factors influencing behaviour of an individual at workplace
There are several factors which can affect behaviour of an individual in a workplace. They are as
follows:
Leadership
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As mentioned by Berson et al. (2015, p.147), Main role of leaders is to set a proper direction of
his team members. Employees are more eager to work when they have a leader who is always
standing by them. Leaders should always guide their team members and help them in develop
new skills which can help in upgrading their knowledge. A leader should be inspiration of their
team members.
Work Culture
It is very crucial for employees to feel comfortable at their workplace. Set rules and regulations
should be equal for everyone. In case if employees that there is partiality then they do not feel to
work in that company (Day et al. 2014, p.73). It is important to have transparency in all levels in
order to maintain work ethics in a company. These all can help to secure job which will help
employees to increase their performance.
Responsibilities of Job
Employees are always be ready to do their best. However, they should not be overburdened with
work. They should always be encouraged to improve their skills and abilities (Tyssen et al. 2014,
p. 371).
Task 2
2.1. Effectiveness of various leadership styles
According to Graham et al. (2015, p.425), A successful leader should have the capacity to
influence their team member. It is important for a manager to have leadership quality as it can
help him to be ready for any kind of difficult situation. Leadership qualities can also help
manager to motivate, control and take correct decision in an organisation. There are several
styles of leadership which are followed by various organisations.
Autocratic styles
This type of style clearly divides lines between leaders and team members. Leaders take decision
with very less involvement of employees as they are always confident and think that decision
taken by them is correct. However, as stated by Colbert et al. (2014, p.367), leaders with this
type of style tend to show less creativity and not innovative.
Participative style
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This is a type of democratic style where everyone’s opinion is taken into account. It is totally
opposite from autocratic style where final decision is rested by leader but feedbacks from
employees are also welcomed (Grant, 2014, p.163).
Delegative Style
In this type of style, leaders rarely take any decisions and do not provide any guidance to team
members. Decision is often taken by trusted members of team. There are many negative sides of
these styles (Fan et al. 2014, p.433). Lines of authority are not visible and there is no motivation
for employees to work which often leads to confusion in a company.
Corporate style
This style is every effective in corporate field as employees tend to act in same way as their
leaders. Team members always want to please their leaders. This can lead a sort of culture
friction. This can either hurt or help various operations of a company which again depends on
efficiency of leader (Buble et al. 2014, p.193).
2.2. Organisational theories explaining management practice
According to Odumeru and Ogbonna (2013, p.355), theories of management and organisation
are used are used in different aspects of a business. There are many employees who struggle to
follow theory so that they can be successful in their workplace. However, this may cause
employees to sacrifice some of their principles in order to succeed. For example, to follow
organisation theory in City College, manager or an employee needs to have to have set of
structure which he needs to follow in order to achieve his objectives along with this.
Theory of X and Y
According to scenarios provided, it has been seen that City College follows theory X and
Enterprise Car rent follows theory Y. In City College, employees are given set instructions which
employees need to follow. Due to structure of organisation it is easier for them to follow and
monitor their work. Employees are not allowed to share their views. However, this is totally
different in other company mention (Aarons et al. 2014, p.273). They always hire employees
with leadership qualities. They take every possible method so that they can improve and
motivate their employees. They can be given freedom to show their views. It is very important
for management to trust their employees. Theory Y helps in building a strong bonding between
managers and employees which will help in building a strong backbone of company. Advantages
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of theory X is that it can help in close monitoring of performance of employees (Wang et al.
2014, p.83).
Figure 1: Theory of X and Y
(Source: Aarons et al.2014,p.273)
2.3. Different approaches of management used by various companies
Classical approach mainly emphasizes to increase efficiency of management so that it can help
the organisation to succeed. It believes in improving organisational relationships which are based
on few principles of experience, structure or organisation, and nexus of rewards as well as
punishment. Classical approach is of three types scientific (Fayol, 1949), bureaucratic (Weber,
1920) and administrative approach (Taylor, 1903). None of the organisations mentioned in case
study follow this approach.
Human relation approach considers importance of employees in order to increase productivity
of company. According to scenario, both organisations follow this approach. They care for their
employees and do not consider them as machines (Eccles et al. 2014, p.2847).
Contingency approach
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These approaches states that task provide to employees are dependent on manager whether he is
able to manage or affect situation present in the group. As stated by this theory, favourability of
situation can be assessed by three main factors which are relations between leader and team
member, structure of task provided to team member and power provided to manager (Wooten
and Hoffman, 2016, p.53). As seen in car rental, this theory is followed by them where are
relation between member and leader is very well established.
2.4. Impact of various leadership styles
Management means getting things done through various resources available in an organisation
whereas leadership means bringing changes and include new initiative which can help in
improvement of company. Leader identifies best possible approaches to bring change in
organisation. However, this depends on authority given to leader and freedom provided to their
team members or subordinates (Aarons et al. 2014, p.273).
Authority or power of leader obtained from different sources is important. Some of sources of
power are personal, legitimate power (which is based on position of leader), expert power (power
based on experience of leader) and political power (comes from support from team members).
Leaders find a perfect balance between all these four types of powers and they know right use of
them.
2.5. Application of various motivational theories
It is important to motivate an employee in this workplace. It is needed to handle conflicts and
stress. There are several factors which effects motivation of people. Depending on these factors
there are few theories which have stated process of motivation of employees (Grant, 2014,
p.163).
Theory of Intrinsic Motivation theory
This is used by management in order to motivate employees by giving those rewards. This will
help them to be proud of their work and desire to be a part of a good job.
Scientific management theory
In this theory they suggest that workers can be motivated by their productivity. Managers should
give their employees well done in order so that employees can increase their performance. This
theory is perfect to increase production in short period. Incentives can be given if they are
producing more products (Zehnder et al. 2017, p.84 ).
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It is not clear which theory City College follows. However, according to scenario, it looks
Enterprise Car rent follows scientific management theory as they encourage their employees to
increase their productivity by giving them incentives.
2.6. Application of motivational theories for managers
For manager, motivation hygiene theory is best to apply. It helps in increasing motivation of
managers and acquires best possible outcomes from them. This theory has two factors which
hygiene and Motivation. Hygiene factors are essential to work in work place. If these are absent
then it may lead to discontent. Hygiene mainly refers to environment of workplace. Some of
factors which are included are this category are pay, working conditions, status etc. Motivating
factors are used to motivate manage to increase their performance. They include recognition,
achievement sense, and different promotional activities. According to Graham et al. (2015,
p.424), two factor theory states that managers should take care of hygiene factors so that they can
satisfy employees. In addition to this, they should sure that employees are rewarded to improve
employees’ performance.
2.7. Nature of groups and behaviour of groups
Group means two or more employees interact or work together for common purpose. It is easy to
achieve goals of organisation when group of people work together. However, working in groups
is a difficult task. It is important to maintain group dynamics in order continue work smoothly.
There are various types of groups which are made to achieve results. Team members of group
agree perform similar task and there after become mutually dependent to finish same job. There
are three views on nature of groups (Tyssen et al. 2014, p.369). They are normative, team
dynamics and third bone includes set of methods, role play, and training of members.
2.8. Factors which can affect teamwork efficiency in a particular organisation
There are several factors which help in promoting team work in an organisation which includes,
Training: If an employee is given proper training then he becomes an expert. In addition to this,
if a fresher is given training then he or she can be handled in a proper manner.
Motivation: If a team is provided motivation then it will increase the speed of their work. Or else
there are chances that they might lose their mind from work.
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Patience: teamwork requires a lot of patience to perform a given task in structured way (Baur and
Haase , 2015, p.93).
Incentives: More incentives will increase motivation in team work
2.9. Impact of use of technology in team functioning
In recent days, every company has included technology in order to improve its business. As
states by Wooten and Hoffman (2016, p.53), involving technology in business can increase profit
and creates more ways to attract their customers. In this case if City College includes technology
in its education system then they can attract more students which will help in getting more
students. In Enterprise Car rental, it will be easier to book cars for rent which will help them to
get more customers. However in some sectors, it can affects working in group. It can be easy for
teams to maintain and upgrade their knowledge which can help to deal with customers. There
will be less chances of communication gap as there will be introduction of phones, emails and
social platforms.
Conclusion
It can be concluded from this organisation structure is dependent on culture. There are theories
which are based on culture and structure of organisation. Different motivation theories have been
studied. Both City college and enterprise car rental needs to employ these theories properly in
order to improve production of their entities. It is also crucial that managers and leaders should
build good relation with their subordinates in order to have smooth running of company. At the
end, it is important that City College and Enterprise Car Rental should include technology which
can help them to attract more customers.
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