Hugo Boss: A Report on Structure, Culture, and Leadership Management

This report provides a comprehensive analysis of Hugo Boss's organizational structure and culture. It begins with an introduction to the concepts of organizational culture and structure, emphasizing their importance in achieving business success. The main body delves into defining the specific structure and culture of Hugo Boss, highlighting its centralized business structure and various organizational structures such as functional, divisional, and matrix structures. The report explores the relationship between organizational structure, culture, people, and performance, emphasizing how a formal structure and a strong culture contribute to employee motivation and overall business productivity. It also examines the role of leadership and management in shaping the organizational culture and influencing employee behavior, discussing the importance of effective performance management. Furthermore, the report evaluates behavioral approaches to management, including human resource, contingency, productivity, systems, and interdisciplinary approaches. The conclusion summarizes the key findings, reiterating the vital role of organizational culture in creating a positive environment and driving organizational success. The report references relevant books and journals to support its analysis.

HUGO BOSS STRUCTURE

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Define structure and culture of the organisation.........................................................................4
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organisation culture termed out as the behaviour an decision that imposed on employees
and management by the organisation structure in the context of values and norms of behaviour(
WILLMOTT, 2018). In order to gain business success the organisation structure and culture
plays proficient role. In this assignment Hugo boss organisation structure and this dual
management and control structure. Hence, activities will be covered on business activities as HB
AG as this is German luxury fashion. They are having Headquarter in Metzingen. This was entity
that was established in 1924. Thus, present assignment will outline structures and cultures of
chosen organisation. Also analysis will be conducted over the contribution of organisation
performance.
MAIN BODY
Define structure and culture of the organisation.
Relationship among the structures, culture, people and organisation performance-:
Organisation structure and culture are interrelated with productivity of the organisation.
Thus, structures of the entity determines roles of staff and who is accountable to whom, who will
communicate to whom, etc. within all levels (Cox and Cheyne, 2020). This is overall depends on
organisation goals and how this aids to teach them. Hugo boss entity adopts the centralised
business structure in which the decision making power within the enterprise remains in the hand
of top level authority of the enterprise. Sometimes, the chosen entity also follows the
decentralised structure in which power can be delegated to the lower levels and this also results
to enhance operational efficiency and this also leads to enhance the job satisfaction.
Thus, structure of the enterprise is categorised into the different types such as horizontal
and vertical. Therefore, the vertical refers to varied level of roles with the individuals in all
levels as well as they have very little power of control. It is can easier to handle and
communicate with managerial authorities within enterprise. It is also one of the effective
structure as this requires few managerial skills and knowledge to manage and handle employees
with the wide area of control. Also, horizontal structure tends effective communication and is
high effective for firm due to its less requirement.
Types of organisation structure-:
Entity needs to organize themselves in different manner as per its nature and type (Day, 2019).
Hence, proper organisation structures of the enterprise mainly depends on the unique plan of

action business, the effective customer base, sense of commodities and services and its
managerial activities. This kind of the considerations mainly distributed within company.
Therefore, various organisation structure are outlined in following context as-:
Functional structures- It can be defined as the popular type of structure that can be executed by
entities at the worldwide level. Therefore, if the entity follows this structure then they divide the
organisation different departments into customer sales, human resource management and R&D,
accounts, finance, marketing, CRM, SCM, etc. Thus, people with the same skills are kept
together in departments.
Divisional structure- It is varies from functional as in this people are not kept together who
possess same skills into different departments (Shao, 2019). This term can be understood with
help of example- If a company has branches in various nations than for each one there will be
different divisions like sales, HR, R&D, etc.
Matrix structure- It is an effective type of the structure. It is usually led by the managers that
report directly to top management. Hugo boss structures is huge entity that employs different
types of structures in various divisions.
Organisation culture- This is termed out as collection of norms and values that are shared by
individuals and groups in organisation and also shows the way they communicate with one
another. Therefore, the organisation culture are outlined in following manner as are-
Hierarchy- It is termed out as culture that can be defined and stable. This can be called out as
quite formal culture that put the major consideration on relation and authority to keep the
enterprise work in effective way (Gorondutse and Hilman, 2019).
Market- It is similar to hierarchy culture and this also put the emphasis on stability and security
as this drives results to form organisation productivity efficiently. It becomes difficult to work
together and put emphasis on more production and productivity
Adhocracy- It is termed out as culture that puts the major consideration on thinking some out of
the box. Therefore, the creativity of the enterprise can be encouraged and appreciated. The
culture varies from other types.
Relationship between organisation structure and culture-:
In order to achieve organisation goals and objectives in efficient way, Hugo boos follows
the formal structure. It is one of the effective way as this distributes the task into various teams to
make sure that all employees are collaboratively participating in it and performing well towards

to accomplish organisation goals (Corcoran and Duane, 2019). Organisation cannot perform their
business functions alone, as things cannot run without staff. This results in forming of
inappropriate structure and culture. Organisation culture defines the structure that defines the
culture of enterprise effectively and efficiently. Business performance is termed out as functional
organisational structure that mainly affected the way of communication at various levels of
organisation. This leads to make changes in process and install new software or applications.
Therefore, motivation level of employees will impact on their results as well as overall business
productivity. Divisional structure is flexible as there are only few management levels.
Additionally, better communication encourages individuals so that employees can take initiatives
so that business activities can be performed in effectively and efficiently. Organisation cultures
termed out complete task that communicate with one another in the enterprise. Therefore, the
culture consists of ethics, roles, diversity, etc. that regulates way of working of employees. In
addition to this, it can be stated that strong culture of business enterprise defined employees can
be able to perform their business activities in effective and efficient mode. Thus, culture of the
enterprise has varied affect on staff productivity and empowerment. Employer within the
enterprise work harder to accomplish the organisational goals. Differ kind of culture operating in
one company and this can impact the performance of employees in huge aspect. If the culture
and management system of business enterprise are not aligned than managerial authorities of the
entity must send them so that behaviour of employees lead to achieving of organisational goals.
The one of the crucial aspect of the culture is that better cultural activities leads to undertake
business performance in the better and effective manner. The key to good performance can be
possible by framing up of the strong cultural activities. In addition to this, positive culture can
make the average individuals performs in better mode. Therefore, organisation culture is directly
related to performance management.
Role of leadership and management determines the effective management and leadership-:
The manager plays the significant role at workplace and this also has huge impact on the
efficiency of enterprise. They directly influence on employees behaviour and performance. In
addition to this, they are responsible for maintaining the performance of each division with
overall objectives. It is one of the effective tool that plays vital role in shaping the culture of an
enterprise (Corcoran and Duane, 2019). Effective performance management in the enterprise is
mainly based on leadership, interpersonal relationships, teamwork and constructive feedback etc.

Employee can perform their business activities effectively, if they set expectations for work
performance and planning out the ways that can aids to meet out these expectations. Well
designed process and procedure enable in continuous meetings among managers and employees
and this leads to set out the clear goals and objects.
Thus, leaders plays crucial role in the enterprise to make the business activities
successful. This is defined as the art and process that influence people to perform the
organisation task effectively, competently and efficiently. So, leadership termed out as the crucial
part and crucial component of effective management. Leader of the Hugo boss guides their
employees to perform the business activities in the advanced manner. This motives the group
efforts for getting the work done by the managers effectively. Thus, leadership is the key variable
that determines the quality of an organisation. Thus, leaders to the enterprise set the clear vision
for organisation, motive employees, guides employee throughout the better work process and
builds morale. In addition to this, leadership style impacts enterprise by affecting employee
morale, productivity, metrics and decision making. Good and efficient leadership approach is
essential to business and this also helps to make the organisational activities successful.
Evaluation on behavioural approach to management-:
The behavioural approach to the management is mainly put the focuses over human
relations and employee well being. In addition to this, behaviour approach to the enterprise are
outlined in following context as-:
Human resource approach- It is approach that identifies the fact that central resources in the
enterprise needs to be developed towards the high level of competency, creativity and fulfilment.
Therefore, human resource approach called out to be supportive approach in the enterprise. As
per conventional aspect, managers decides what employee needs to do and monitor their
performance to ensure that they are able to attain goals and objectives.
Contingency approach- This is the most interdisciplinary approach and more system oriented.
This is approach that highly impacts the working of the enterprise in huge context.
Productivity approach- It is one of the effective approach that measures the effectiveness of
organisation. This also aids to bring out the manager efficiency with help of optimizing the
resource utilisation (Corcoran and Duane, 2019). Employee development programmes leads to
better citizen within the community.

System approach- It is approach that defines that how a manager looks at the organisation as a
whole ( Corcoran and Duane, 2019). In this, it can be stated that organisational behavioural assist
to build an effective culture within enterprise in which talent is utilised and people are
encouraged and team efficiency is increased to accomplish the objectives.
Interdisciplinary approach- Organisation behaviour is termed out as the combination of social
science and disciplines such as sociology, behaviour, management concepts and others. They all
are independent on one another and also influence as well.
CONCLUSION
Hereby, from above it is summarised that organisation culture plays a vital role to build
positive environment so that entity success can be accomplished. Therefore, structure and culture
of the enterprise are dependent on each other. In the aspect of business world, organisation
structure represent the attitude, authority that develops culture. The present report has covered
the various activities such as structure and culture of Hugo Boss. Furthermore, study has covered
the structures and cultures of the organisation. Also analysis as been outlined over the
contribution of organisation performance.

REFERENCES
Books and Journals
Chen, J., Jiao, L. and Harrison, G., 2019. Organisational culture and enterprise risk management:
The Australian not‐for‐profit context. Australian Journal of Public Administration. 78(3).
pp.432-448.
Corcoran, N. and Duane, A., 2019. Organizational knowledge sharing and enterprise social
networks: A higher education context. In Educational and social dimensions of digital
transformation in organizations (pp. 78-114). IGI Global.
Cox, S.J. and Cheyne, A.J.T., 2020. Assessing safety culture in offshore environments. Safety
science. 34(1-3). pp.111-129.
Day, G.E., 2019. Understanding organisational culture in the hospital setting. Transitions in
Nursing eBook: Preparing for Professional Practice, p.59.
Gorondutse, A.H. and Hilman, H., 2019. Does organizational culture matter in the relationship
between trust and SMEs performance. Management Decision.
Shao, Z., 2019. Interaction effect of strategic leadership behaviors and organizational culture on
IS-Business strategic alignment and Enterprise Systems assimilation. International Journal
of Information Management. 44. pp.96-108.
WILLMOTT, R.R., 2018. Structure, culture and agency: rejecting the current orthodoxy of
organisation theory. In Realist perspectives on management and organisations (pp. 82-
102). Routledge.