Fitflop's Leadership, Culture, and Team Building for Success

This report examines the leadership roles within Fitflop, a global footwear brand, and how the company's structure and culture support effective transitional change. It explores the importance of motivation in building effective teams and identifies key team development attributes that contribute to Fitflop's success. The analysis covers various leadership styles, including participative leadership, and their impact on employee morale and decision-making. Furthermore, the report delves into Handy's cultural model, assessing how role culture, task culture, power culture, and personal culture influence Fitflop's strategies. Motivational theories and Tuckman's model are also discussed to provide insights into building team effectiveness and achieving organizational goals. Desklib provides access to similar solved assignments and resources for students.

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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
QUESTION 1...................................................................................................................................3
The role of the leadership that may exist within fit flop:-...............................................................6
QUESTION 2...................................................................................................................................8
Analyse and evaluate the ways in which Fitflop may build effective teams through
motivation; identify team development attributes that may contribute to Fitflop success.........8
FINDINGS................................................................................................................................13
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19

INTRODUCTION
In a business organisation different types of individuals have been work which have
different set of skills and knowledge. The employees of the company is being considered as one
of the most important resource of the company who are responsible for carry out the different
activities of the business in a very effective and productive manner. In a business organisation
different types of activities have been performed by the employs of the company without them a
business cannot operate. If the management of the company wants to carry out the task in a most
effective manner, then it is very important for them to motivate their employees in a continuous
manner (Moftian and et. al., 2022). The following report is based on the Fit flop company which
is a well-known brand in all across the globe. The respective company deals in excellent quality
of foot ware products and provide their services in different parts of the world. The following
report is going to cover the roles of leaders within the Fit flop company and how the structure
and culture of the firm support the organisation in effective transitional change. This report also
covers that how the Fit flop company build the team effectiveness through motivation and the
different team attributes which assist in the success of the company. Afterwards this report also
discusses the different motivational theories and tuck man's model which help in building team
effectiveness strategies for the success.
TASK
QUESTION 1
Explain the role of leadership that may exist within Fit flop and how the structure and culture of
the organisation may support effective transitional change
The role of the leadership that may exist within fit flop:-
Meaning of leadership: -
Leadership is the ability of an individual or group of individuals to influence and guide
their followers or other members of the organisation's in order to achieve the determined goals.
The effective leader possesses the following characteristics- self-confidence, strong
communication and management skills, innovative thinking, perseverance in the face of failure,
motivational techniques. A leader is on who inspires and motivates action, having a can do
personality. In fit flop company participative leadership style has been followed by the

management. Participative leadership is a leadership style in which all members of the company
take part in the decision making process. The company wants each and every employee should
participate in the decision making process. This leadership style helps achieve the company
objectives efficiently and effectively. This will help the company in making good decision
because all employee’s share their opinion which will help the company in achieving all the set
goals in an efficient manner. Participating every employee in the decision making process boost
up their morale and they feel valued and devote themselves wholeheartedly to the organisation.
The role of leadership in the fit flop company is as follows:
 Motivator- Motivation can vary from person to person. There are different factors of
motivation like promotion, money, recognition, perks. Motivation helps the employees
in a positive manner. Motivator influence others to act in an advantageous manner.
Different types of motivational theories have been applied in the management system in
order to increase the productivity of the employee in an effective manner. Motivation
helps the employees to work effectively and in return they get recognition. This
recognition motivates them to work better and for the benefit of the company.
Motivation helps to improve the efficiency of people as they work towards the set goals.
 Mentor- The another role of a leader is that they act as mentor for their employees which
help and guide the employees to work in the right direction and achieve good position in
life. This type of leader is the perfect asset to have when reaching new heights in any area
of life. Being guided in the right direction is essential for success. A mentor provides
men-tee with the foundation to be successful. Mentor helps the mentee solve his/her own
problems rather than giving direction. Mentor focuses on the development of mentee and
resist the urge to produce a clone.
 Learner- The another role of a leader is that they act as learner for their employees
which helps to make their employees a better person today than they was yesterday. A
learner is someone who constantly develop their employee’s knowledge, skills and
abilities to help the organisation achieve its goals. The learning which is provided by the
leaders of the company is very important for employees as it will grow the employees
and to know how to do the task properly. A leader always tries to find out the ways to
improve the existing process of work and bring new ways and the same shall be provided
to employees.

 Communicator- The another role of the leader is communicator. Being a good
communicator is an important skill set to have in all areas of life. Good communicator
means that your employees can trust you to start a conversation when needed and respond
effectively to others. The communicator is a type of leader that listens to incoming
messages effectively and articulates what being stated to others in an understandable and
concise manner (Singh and et. al., 2022). In reference to flip-flop, the leaders listen to
their employees and communicate effectively so that they can understand in concise
manner. They should communicate roles and responsibilities with their employees in
concise manner and also communicate the goals. This helps the employees in attaining
the objectives of the organisation.
 Navigator- The leader of the company acts as a navigator for their employees. The leader
creates the vision for the organisation to advance towards its mission. In reference to fit
flop the leaders of the company build the effective objective by taking the opinion from
their employees. The leader acts as a compass for the employees as they guide employees
in the right direction. In this the leader guide the employees when you are doing wrong or
going wrong.
 Coach- Leader act as a coach for their employees. Leader provide support to their
employees to be succeed in their roles. They guide employees through obstacles and
celebrate their victories. A coach leader gives their employees the opportunity to
showcase their work and have others in the workplace acknowledge their skills.
 Networker- A leader should be able to connect with people both outside and within the
organisation. It will help strengthen the relationship with the colleagues, different teams,
suppliers and customers of the organisation, helping the business to grow. To be a
successful Member's skills, background and interests
 Project goals
 Timeline
 Ground rules
 Individual roles worker, you can attend seminars, corporate events and conferences to get
access to different people and information.
 Delegator- A delegator is someone who assign tasks or asks others to take on more
responsibilities based on business needs. To be an effective leader you must be able to

know your team members strengths and delegate responsibility accordingly. Leaders also
delegates additional responsibilities to employees to give opportunities to learn new
skills. Delegation helps the employees to gain experience and that's why delegation is
necessary.
 Trainer- Training new or existing employees is very important for the organisation. As a
trainer leader you may need to make employees understand of learning new skills, help
them understand new procedures of the department or train team members to increase the
productivity. When you will be a good trainer as a leader, employees will be comfortable
and also eager to learn new things. Trainer guides you the way to do the task and also
gives you the tips to increase the productivity.
The role of the leadership that may exist within fit flop:-
The structure and culture of the organisation may support effective feel-good benefits
strategy of the company: -
An important role has been played by the structure and culture within the company. In the
bases of these structure and culture different types of effective strategies has been made by the
company. An effective culture and structural theory has to be followed by the management of the
company which benefits the transitional changed of the organisation(Willems and et. al., 2022).
In order to identifying and analysing the structure and culture of the Fit flop which assist the feel
good strategy Handy culture model has been discussed below :-
CHARLS HANDYS MODEL : -
This model is being considered as the most important model which assist the firm in
linking the organisational structure and culture with the different benefits strategies of the
company. With the help of this model the roles of each and every individual and business
structure has been effectively explore (Franz, 2022). This theory has been comprises of four
culture, in context to the Fit flop company it has been discussed below:-
 Role culture: - role culture is being considered as those culture in which the roles and
responsibilities of the employees has been effectively delegated according to the posse
skill, specialization, knowledge, interest and many more. In this type of culture
employees of the company willingly accept the challenge. If this culture has been adopted
by the respective company, then different types of benefits which is related to this culture

has been enjoyed by the company. Every individual have to take the owner ship of the
assigned work as the power came with different responsibility.
 Task Culture: - this culture has been opted the organisation when the teams with in the
organisation are formed to achieved the objectives or solve the problem. In this culture
the individuals of the organisation came together to form a team, if they have common
interest and specialization. In order to accomplished the assigned task each members of
the team have to contribute equally (Magliano and et. al., 2022). This culture is flexible
in a nature, if this culture has been opted by the Fit flop company then among the team
members no conflicts and misunderstanding has been arises and the different department
of the company perform their function in a very effective manner.
 Power culture: - this culture is followed by those organisations where the power of
taking all the decision are in the hands of the few people. This means that only few
people are authorising to take the decision. Special privileges have been enjoyed by only
these people within the work place. These people are being considered as the most
important people of the company as they are the decision maker. In this culture the
subordinates of the company strictly and blindly follow the instructions of their superior,
they have no option. In this, employees of the company don't get the chance to express
their views and opinion, they have to follow their leaders. As the Fit flop company is a
large organisation this culture is not suitable for the company. The respective company
have the different departments and without opinion of the employee’s company cannot
achieve the set target.
 Personal culture: - this culture is followed by those firms where the employees of the
firm feel that they are more important form the organisation. In this culture individual of
the company concerned more rather than the firm. Back seat has been taken by the
company in this culture and employees of the company came only for the money. They
are always loyal towards the management but never get attached to the organisation.
More focus has been paid on the performance of the employee and in this basis of this
they have been rewarded. Is this type of culture has been opted by the Fit flop company
then the employees of the company has been self-motivated. This result in improving
their productive towards attaining the goals and objective of the company in a very
effective manner.

From the above information it would be recommended that if the company follows the
personal culture it is advantageous for the managers and as well as for employees. If company
follow this culture, feel good champions, walking around the world, the feel good five and many
more support the feel good benefit strategy.
QUESTION 2
Analyse and evaluate the ways in which Fitflop may build effective teams through motivation;
identify team development attributes that may contribute to Fitflop success
Concept of motivation:-
Motivation means influencing the people to work in achieving the goal of the
organisation. This process provides the person the reason to achieve the goal. This process
maintains the goal oriented behaviour. The main aim behind motivation is to get the work done
in an effective manner. This process brings in the person the willingness to work for a particular
task. Motivation changes the person negative behaviour into positive attitude. In an organisation
employees try to perform minimum activities but if the employees get motivated it fills the desire
to perform maximum activities (Coombes, 2022). It increases the performance of employees.
Motivation helps in achieving the organisation goals. Motivated employees perform well in
comparison to other worker. This increases the responsibility of employees towards their work
and it helps in increases the productivity of worker
Theories of motivation: -
Motivation has been explained by many researchers. They have developed various
theories to explain motivation. Different theorist has different topic and their scope is limited. To
gain better understanding of different theories you have to concentrate only on key points of
different researchers. As motivation is vast and it plays a most important role in the people's life.
Maslow's Hierarchy theory: -
This is the most commonly studied motivation theory. This theory is provided by
Abraham Maslow. This theory states five categories of basic needs often represented as
hierarchy within a pyramid. Lower in hierarchy must be satisfied first to attain the need of
higher. The five basic needs are: physiological, safety, social, esteem and self-actualization. The
needs mentioned in Maslow hierarchy is as follows:

 Physiological needs:- This need is the base of hierarchy. In order to pursue higher level,
humans should satisfy physiological needs first. This is the most essential wants of
human beings. This includes air, water, food, shelter, clothes. These are the basic to every
human. This is important as they are required for survival. If the employees of the Fit
flop want to remain motivated, then the management of the company have to satisfies this
need.
 Safety needs:- Once physiological needs are satisfied, their second need in hierarchy
comes. This provides security and wellbeing to a person. This includes financial security,
personal security, health, safety against accidents etc. Providing employees safe working
condition, secure compensation and job security is the main aim of this need. Person will
seek safety before attempting any higher level of demand. In context to the Fit flop, if the
company wants the staff to work in effective manner and for longer period of time then
this must be provided.
 Social needs:- This is also called love and belongings. This refer to the need of
acceptance. This is very important to humans so that they do not feel alone or depressed.
This includes family, friendship, trust etc. This helps in building relationships with other
people to fulfil their social needs. In reference to the fit flop, it is very important for the
company to satisfy all the social needs of their employees which always remains them
motivated to carry out the assigned task in effective manner.
 Esteem needs:- This needs requires value and esteem in the minds of other people. This
means gaining respect from others. This includes recognition, promotion, praise etc. Fit
flop should recognise its worker if they perform well and in effective manner and
recognition motivated the employees for a longer period.
 Self-actualisation needs:- The higher need in the hierarchy is self-actualization. This
means self-fulfilment. This level of need is the realisation of potential. This describes
everything that one can do. Company should provide its workers with all the needs that
they want.
Herzberg theory of motivation and hygiene:-
This is a two factor theory. In 1959, Frederick Herzberg proposed this two factor
theory. This theory tells the factors that provide motivation. According to Herzberg there are

some factors that results in satisfaction and some factors that prevent dissatisfaction (Taggart and
et. al., 2022). The two factors that Herzberg proposes is hygiene factors and motivation factors.
The two factors are as follows:-
 Motivation factors:- This factor encourage the employees to work harder. This factor
promotes positive satisfaction (Bhagwan, 2021). These are called satisfiers. Employees
finds this factors as rewarding. Motivational factors include:
Recognition:- The worker should be recognised for their successes. The recognition should
come from their superiors and as well as from peers.
Achievement:- A job should give the staff a sense of achievement. The workforce should be
provide the feeling of done something difficult.
Growth:- In an organisation there must be growth opportunities to motivate the employees to
perform well. The job gives the staff the possibility to learn new skills.
Responsibility:- The employees should be responsible for a work. Ownership should be given to
them. They should be provided the feeling of their value.
The work itself:- The job must be interested and meaningful. And it should provide the
employees to get motivation.
 Hygiene factors:- These are the factors which are necessary for motivation. If these
factors are absent, then this lead to dissatisfaction. Hygiene factors also called dis
satisfiers as they avoid dissatisfaction. This factor represents the physiological needs
which should be presented at workplace (Shah, 2022). Fit flop should improve the
hygiene factors to satisfied their workers. Improving the hygiene factors increases job
satisfaction. Hygiene factors include:
Salary: - Employee's should be given fair remuneration. It should be in the range of other
organisation in the same industry.
Security: - Staff should be provided job security. It is very important to feel them that their job
is secure.
Work Conditions: - Worker should be provided safe working condition and it should fit for the
job purpose. Well maintained and updated equipment’s should be provided.
Interpersonal relations: - Relationship of employees with their superiors, subordinates and
peers should be appropriate. There should be no conflict between them.

Company policies:- Company policy should be clear to every worker. Policies should be similar
to competitors.
Status: - Employee status should be familiar in the organisation. Meaningful work can provide a
sense of status.
Fringe benefits: - Worker should be provided medi-claims, benefit for family members, pension
plans, vacation pay etc.
Tuck man's model: -
This model is provided by Bruce tuck man in 1965. This promotes the team work. It
provides the ways to build relationship with the team (Lopez and Weaver, 2022). It was known
for team development. Initially it was built with four stages and afterwards in 1977 fifth stage
was also developed as a result of research. These stages are summarized below:
 Forming- This forming is the initial stage. This is important period because this can lead
to success or other outcome of failure. So emphasis should be given to this stage. This
phase tells us about the assembling of team and allocation of task (Scaratti and et. al.,
2021). All the team members of fit flop have to behave independently and they do not
trust each other. This develops behaviour and interpersonal skills.
 Storming- This is the second stage of tuck man model. In this stage teams starts
addressing the task by negotiating ideas. All the ideas should be arranged in ascending
order and if order was not managed accordingly then this can be very destructive. In this
stage, relationship between team members of the organisation will be made or broken and
sometimes it will never acquire the relationships (Cartwright and et. al., 2021). The team
cease to have effect in most cases.
 Norming- This stage starts with the trust development in the teams. Teams builds the
trust themselves as they accept the contribution of each single member to the team. As
members of fit flop take their responsibility, leaders can take a step back. There is a risk
in this stage as team losses their creative edge that brought the team to this place (Lewis
and et. al., 2021).
 Performing- This is a high performance phase and all teams of the organisation does not
reach to this phase. Motivation, knowledge, and high level of independence are essential
characteristics of performing teams.

 Adjourning- This was the final stage of tuck man model. To cover the end of the project
this stage was added by tuck man later on. Most of the team goals has been accomplished
at this stage. In this stage team members of fit flop are ready to leave the team (Rauch,
2021). This is the stage where team dissolved (Jayawardena-Willis and et. al., 2021).
Afterwards individual members will be reassigned to other teams.
In context to fit flop this model is very helpful as it builds team performance and increases
production, relationship among employee's and quality of product or service.
Strategies:
Strategies are the planning that a company does to achieve its objectives. It is a blueprint of what
the company should do to achieve its objectives. Fit flop company should use strategies that can
help them to achieve its objectives and grow accordingly (Sujan, 2022). Following are some
strategies fit flop can use for achieving growth and motivating employee's:
 Appreciation and rewards- Each and every employee wants appreciation and rewards.
Employee's should be provided with appreciation and rewards if they should have
worked with efficiency. Providing employee's appreciation and rewards makes them feel
valuable and important to the company (Wildan, 2022). This strategy also motivates other
employee's to work harder and succeed in appreciation and rewards. This strategy
increases the productivity of employee's. Fit flop uses this strategy to motivate their
workers and to increase their productivity.
 Opportunities of decision making- This factor provides the opportunity that can help
employee to achieve growth. Every employee wants the authority to take decisions when
it thinks suitable. Fit flop provides such opportunities to their employee's that will
motivate them to work hard and accountable for their own decisions (Carman, 2021).
This will also help the company in faster decision making processes.
 Promotion- It is an activity to increase the sales of the company. It helps the company in
increasing product knowingness. Every individual get to know about the product of the
company and after knowing it then only it should consider it to purchase. There are many
brands in the market and promotion helps the company in selling their product in the
competing market. It helps the company in achieving the target sales. Fit flop uses this
strategy to create knowingness in the minds of people about their product and to boost
their sales.