Comprehensive Analysis: FedEx's Power, Leadership, Culture, and Change

This report provides a comprehensive analysis of FedEx, examining its organizational structure, leadership styles, and decision-making processes. The report explores the bases of power used within the company, including reward power and influencing tactics. It delves into the company's leadership traits, emphasizing participative and transformational leadership approaches. The analysis further investigates FedEx's organizational culture, including its values, beliefs, and assumptions, as well as its dynamic and creative work environment. The report also covers the organizational structure and design, highlighting the use of departmentation, matrix structure, and organic organizational structure. It discusses the history of changes within FedEx, including major reorganizations and strategies to overcome resistance to change, as well as practices to manage organizational stress. Finally, the report examines the influence of globalization on FedEx, including its ethnocentric tendencies, employee-centered management philosophy, and approach to managing diversity in the workplace, along with opportunities for global development.

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Introduction
The FedEx Express is a company to invent express distribution and the company is
industry’s global leader. The company provides rapid, reliable, time definite delivery to around
220 countries. It connects the market and comprises more than 90% of the entire world’s gross
domestic product. The company had competitive air route authorities, transportation
infrastructure and has leading technologies which makes the company to be the world’s largest
express transportation company. The company provides highly reliable service for 3.6 million
shipments every day. The purpose of this assignment is to analyze the power, politics and
decision making involved in the organization, its culture, leadership, and organizational
structure, history of changes and influence of globalization in the market.
Power, politics, decision making in the organization
a) Bases of power used in the organization
According to Belias & Koustelios (2014), reward power is used by the company, it implies that
the managers of the organization offer rewards and incentives to the employees, the rewards and
incentives and other forms of monetary compensation and improved work schedules. Further, the
company also uses various intangible offers and benefits as rewards and compensation.
b) Influencing tactics
The managers of the organization encourage the employees of the organization to accomplish the
organizational objectives by appealing to the company’s values, belief and emotions. Therefore,
the company uses inspirational appeals

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c) Empowerment
According to Belias & Koustelios (2014), FedEx Company is highly involved in customer
satisfaction; therefore it empowers the employees of the organization to delight the customers at
the company. They empower the team members for creativity and innovative solutions.
d) Political actions and tactics existing in the organization
FedEx Company is actively involved in the political process, the ultimate goal of the company is
to promote and protect the economic future of the company and its potential stakeholders and the
employees working in the organization. According to Goetsch & Davis (2014), the company
actively promotes its legislative and regulatory actions and attempt to protect the company from
any unreasonable burden at all level of the government.
e) Decision making practices in the organization
The company uses various decision making tools and techniques such as stakeholder analysis,
force field analysis. The company takes clear scope of decisions and considers the potential
impact of the taken decisions in the organization.
Leadership
a) Organization’s leadership traits
According to Janssen, van der Voort & Wahyudi, (2017), At FedEx, the values are highly
influenced by the leader’s personal experienced, the leaders of the company is honest, forward
looking, competent, inspiring, broad minded, and supportive in nature. The top leadership of the
company is truthful, ethical and principled in dealings.

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b) Participative leadership
According to Kaufman, (2017), democratic type leadership is used in the organization, the
managers and leaders of the organization uses participative leadership style, they involve the
team members of the organization, identify the important goals and develop strategies to achieve
the goals of the organization.
c) Transformational leadership
The leaders of the organization uses transformational leadership style, they are involved in
creating inspiration and vision of the future, they motivate the employees of the organization and
deliver the vision and mission. According to Lewis, (2019), they create a positive change by
build strong relationship with the employees and encourage them to influence their performance
and productivity.
Organization’s culture
a) Level’s of organizational culture (artifacts, values and beliefs, basic assumptions)
The company believes in diverse portfolio, production financial returns for its shareholders.
They met the customer requirements in the highest qualified manner fr each market segment.
The company strives to develop mutual developments with its team members, partners and
suppliers. According to Azanza, Moriano & Molero, (2013), the company considered safety to
be the first consideration in all its operations.
b) Type of organizational culture
According to Lewis, (2019), the company has a dynamic and creative work environment. The
employees of the organizational culture undertake risks and are often seen as innovators and risk

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takers. Experiments and innovations are emphasized in the organization. The long term goal of
the organization is to grow and expand. The organization promotes individual initiative and
freedom.
c) Socializing and mentoring in the organization
The company socializes the organizational goals and values, it identifies the aims and the
employees of the organization understand that the organizations highly values integrity.
According to Kaufman, (2017), the organizational incorporates integrity in their approach to the
work.
Organizational structure and design
a) Departmentation
The departments of the organization consists finance, production, marketing and personnel. The
basic functions of the organization are divided into major areas. According to Janssen, van der
Voort & Wahyudi, (2017), the sales personnel’s such as accounting personnel, secretarial
personnel and the computer personnel performs similar functions. The departments of the
organization are groups into similar works.
b) Contemporary structure
The company uses matrix structure, which brings together people of different functional areas of
the organization. The matrix structure is flexible in nature. Accoridng to Kaufman, (2017), the
company also follows committee structure; it gives sufficient authority and responsibility to a
particular team
c) Organic organization

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The company has an organic structure the employees of the organization work together and are
grouped into team Alvesson, & Sveningsson, S. (2015). The teams perform the tasks and duties
together. The goal of the organization is to influence a flow of information and duty in the
organization. The management roles are decentralized.
History of changes in the organization
a) Type of Organizational Change- The massive change which occurred at FedEx was relating to
the massive reorganization announced in the year 2000 (Lewis, 2019). FedEx realigned
relationships of the different companies to one another aiming to provide the different customers
with single point of access to sales along with customer services through automated billing
options available for the employees.
b) Resistance to change and ways to overcome it
According to Azanza, Moriano & Molero, (2013), Mutual mistrust in the organization leads to
resistance to change, lack of communication among the employees process. Due to over
opposition in the organization, the company faces resistance to change. The company can
overcome the challenge by effectively engaging with the employees of the organization.
c) Practices to handle organizational stress in the organization
The organization encourages organizational communication with the employees, it encourages
employee participation. It provides timely feedback, greater independence and responsibility.
They have fair and just distribution of salary and incentives. These practices help the
organization to handle the organizational stress.

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Influence of Globalization on Development of Organization
a) Ethnocentric tendencies which are followed in the organization is that the company feels that
they are competitive and they are superior in comparison to the other competitors present in the
market as well. Moreover, FedEx tries to recruit the different employees of the same nationality
which is of the parent company. According to Kaufman, (2017), it helps in creating positive
attribute to the culture of the organization wherein they try to offer confidence along with
assurance to the culture which is cohesive.
b) The dimension of the organizational culture which is being followed at FedEx is employee
centered management philosophy in which the different employees are provided and it makes the
atmosphere more flexible for the employees as they feel relaxed to work in such kind of
environment (Kaufman, 2017).
c) Managing Diversity in Workplace- In FedEx, communication is the most appropriate aspects
wherein there is encouragement provided to the employees along with open minded approach
which helps in managing the different activities in a positive manner. The employees are open
minded and they try to encourage diversity through development of relationships with the
colleagues from other backgrounds Alvesson & Sveningsson, (2015).
d) Opportunities for Global Development- According to Janssen, van der Voort & Wahyudi,
(2017), in FedEx, it has been noticed that the different opportunities available for FedEx
includes the job opportunities for the different individuals in various countries apart from the
parent country and it will be beneficial in improving the pattern of providing jobs.

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Conclusion
Therefore from the above analysis it was learned that FedEx company. The power
politics and decision making of the organization has been learnt. The leadership styles of the
organization, the oraganziation’s culture have been learnt, the company organization's structure,
design has been learned. Further, it has also been learned the ways it overcome the resistance to
change, its practices in handling the organizational stress. Its influence on globalization and
development of the organization has been learnt.

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References
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