Comprehensive Analysis of 3M: Leadership, Culture, and Global Impact

This report provides a comprehensive analysis of the 3M Company, examining its leadership styles, organizational culture, decision-making processes, and strategic responses to globalization. The report delves into 3M's history, its commitment to innovation, and its hierarchical organizational structure. It explores various leadership approaches, including participative and transformational leadership, and how these styles influence employee empowerment and motivation. Furthermore, the report highlights 3M's organizational culture, emphasizing its emphasis on creativity, knowledge sharing, and its response to organizational changes, including its recent restructuring and the impact of globalization on its operations and workforce diversity. The analysis also covers the company's approach to overcoming resistance to change and managing stress within the organization. The report concludes by emphasizing 3M's ability to adapt to global markets and its commitment to innovation as a cornerstone of its success.

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Management

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3M organisation
Introduction
3M is the Mining and Manufacturing Company founded in the year 1900s. It is continuously
regarded as the contributor and innovator of the new ideas as well as production. It was also
the first one to introduce the waterproof sandpaper. It is also found that 3M has scored high in
the creativity and innovation by making the best use of its resources. Effective and talented
employees are also the reason of its growth.
Power, Politics, and decision making in 3M organisation
Political actions and tactics in the 3M organisation
3M contributes to the US federal. It is also working independent entirely. However, it does
not need any of the employees to contribute. It has also participated in the trade association,
which offers the various benefits by providing easy access to the technical, and business
setting expertise (Gaspary, de Moura & Wegner, 2018).
Empowerment
In order to empower its employees, 3M believes that development of the business ideas and
believing in the dreams and decisions of the employees is the best way to empower them. It
also empowers the employees in order to take the leadership class as well as learning the
priority (Jo & Park, 2016).
Decision making practices in the organisation
3M uses the balanced decision making model. In their business model, they include the four
steps. Firstly, it identifies the problem and then come up with some of the solution. After this,
they tend to select the solution. At the end, it put the solution in the place. Besides using these
steps, it also takes the expert choice that is similar to that of the rational decision-making.at
the time of making decision in general, it usually stick to “individual based behavioural
approach.”

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Leadership
3M organisation leader’s trait
In the leadership quality of 3M, it has included the people who have string intellectual
capacity in order to understand the easy as well as complex problem. The culture of 3M is
also to develop the leadership quality within their career and area of interest. The leadership
qualities in the leader of 3M are also customer oriented that makes their customers happy and
positive. They also identify as well as generate the new markets, products, and opportunities
in order to add profit and value. Leaders at 3M require the individuals to be understanding
and flexible.
Participative leadership
The leaders of 3M use the Participative leadership style that motivated the employees to more
knowledgeable and responsible citizen. They also inspire a culture that motivates as well as
accepts each person. They also believe in providing extrinsic reward to their employees and
like to put emphasis on the intrinsic reward such as recognition of peer to motivate.
Transformational leadership
Leaders of 3M also use the transformational leadership style where they encourage the
creative thinking and innovation. In this leadership style, they also reward the employees. In
this way, emphasis is given on the relation with followers. This approach provides the sense
of belongingness to the employees. Due to this, employees of the 3M are different whose
motivation comes from the ideas or work.
Organisational culture
Organisation culture is defined as the shared beliefs and values that prove the identity of
company. The belief of 3M is that innovation is the cornerstone of their present, past as well
as success of future. 3M has also allowed the company to be the entrepreneur in the company.
If at 3M, any individual will invent any new figure or product, it provides them social reward
power in order to manage that product. It also reward employees in such a way that avoids
the employees to get any negative power or use political tactics against any other person.

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Organisation structure and design at 3M
The characteristics and operations of 3M are directly connected the organisational structure
and culture of the company. The organisational culture of 3M is mostly hierarchical at the
corporate level. 3M is the company at larger level. Therefore, this requires the top leaders to
have strong control and command over the business. Due to this, it is also essential for 3M to
maintain the hierarchy structure. 3M also has operations in several markets such as
electronics, transportation, and communication. Besides this, it also maintained the
department structure under its structure of hierarchy. This departmental structure of 3M tends
to ensure that all the businesses of 3M are managed properly. Matrix organisational structure
is also uses in the research and development department in order to support the innovation of
3M.
Organisation changes occurred in 3M
In the recent time, 3M has recently announced the realignment of its company from four to
five segments of business. It will help the company to serve better in the global market and
customers. The first change has been brought in the industrial and safety that includes the
electrical, industrial and safety market. It will also consist of the abrasives, personal safety,
and masking systems. In addition to this, health care is also another change occurred at 3M.
This segment serves the healthcare at global level by including the oral care, medical
solution, food safety, and drug delivery system.
There are various reasons due to which employees resist to bring the changes in the
organisation. One of the significant reasons behind resistance of change is the fear of changes
in structure, technology, procedures, and culture. Therefore, by providing support to
employees, resistance of change can be overcome. Besides this, organisation can also create
the history of small wins so that percentage of change habit can be improved. If people will
see the improvement, changes, they will be motivated and inspired (Whelan,2016).
Several reasons are responsible for the stress in organisation. Change in organisation is one of
the reasons of high amount of stress. In order to overcome stress, 3M management is playing
the essential role in helping out employees to cope up with the stress. By providing patience,
support to employees, change can be brought in the organisation and stress can be overcome.
In addition to this, several benefits can be attached with the change so that employees also
take interest in bringing change.

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The influence of Globalisation and its effect on organisation
Globalisation refers to the way where economies across the world become more reliant and
integrated on each other. In the past few years, countries were giving more emphasis on
building the market within their own border. Companies such as 3M should also start going
global in several other countries. Companies such as 3M is also able to easily expand their
globally. Due to its reputation across several countries, it can go globally. Several innovative
machines also has the ability to communicate without involving any human (Ooi & Husted,
2016). It also requires the several steps that can ensure automatic through software. It also
helps the 3M organisation to work intertwined.
It also effectively manages the diversity in the workplace. On the International Women’s
Day, it has given emphasis on supporting the diverse workforce. It therefore strengthens the
inclusive culture in company. It also tends to increase the gender equality at the workplace. It
is also working towards the sustainability goals by ensuring the diverse talent by the year
2025. In this way, 3m diversity includes the nationality, race, gender, people with certain
disability and people who identify as gay, lesbian, transgender, bisexual, and intersex.
Employees have also stated that we love each group at 3M that is designed of the inclusion
champion (Terry-Armstrong,2017).
Organisation cultural dimension
In the culture dimension of 3M, it recruits people who are creative or have the broad range of
interest. In order to make the easy for recruiters, it has identified the six traits including broad
interests, creativity, hardworking, resourceful, and problem solvers. 3M has also took the
steps in order to encourage the knowledge sharing among the employees.
Opportunities for global development of 3M
It is true that 3M is achieving the huge growth in market due to its diverse customers and
technology platforms. 3M can explore the market globally by including several other
services. Due to its strong reputation, it is easy for 3M to enter in any new market or new
industry (Johne, 2016).

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Conclusion
In the limelight of above discussion, it can be concluded that innovation in its organisational
structure is the major part of the success of 3M organisation. Due to this, 3M is the major
industry due to its strong innovation capabilities. Besides this, the major operation of the
organisation is in manufacturing industry. In addition to this, it also has several other
businesses such as consumer products, healthcare products, transportation products, and
electronics.

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