Evaluation of Effective Management and Leadership at Kellogg's

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Introducing the Modern Workplace- Assessment 2
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Table of Contents
Background of your project and related organization..............................................................................3
Objectives set in this Project....................................................................................................................4
Leadership and management behaviors...................................................................................................4
Extraordinary Leadership Behaviors.......................................................................................................4
Analyzing Kellogg’s Management behavior in the Project Team............................................................6
Group and team behavior.......................................................................................................................10
Motivation and perception.....................................................................................................................13
Conclusion.................................................................................................................................................15
References.................................................................................................................................................16
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Background of your project and related organization
This is a teamwork project done by 4 to 5 students analyzing and evaluating the essential nature
of managerial work and tasks. This report focuses on the role of leadership in any organization
analyzing the variables which describe the effective management and leadership in Kellogg's.
This report will be focused on the evaluation of the approach to effective management and
leadership. Later, in this report, we would be discussing the factors which are affecting the
management and leadership behavior of the project team. The related organization upon which
the objectives of the report would be analyzed in Kellogg's. The leadership and management
behavior in Kellogg's would be analyzed in this report by 5 students, equally assigned tasked.
Where one has been given the task to collect literature source, the research, analysis, the
evaluation was divided accordingly. Kellogg's is a multinational food manufacturing company
working from Michigan as headquarter is based in Michigan. Kellogg's background of food
includes cereals, toasts, and cookies. Kellogg's market their products using some of the brand
names famously selling such as corn flakes, Keebler, Pringles, etc. Kellogg's has been selling its
products in 180 countries around the world. The largest of the manufacturing unit of Kellogg's is
situated in Trafford.
In the 1980s, organizations have chosen that to keep up the progress and accomplish their
destinations, they expected to raise issues concerning qualities and the upper hand. Production
network the executives enabled firms to upgrade their upper hand, what's more, to react to
clients' needs. Coordination’s incorporates the development of materials into also, out of the
association by leading the practices of its specializations. Its point is to keep all exercises
composed. Procedures are tied in with social affair all activities to accomplish explicit objectives
to all the more likely serve clients to live up to their desires. These days, Just-Intime conveyance
frameworks and stock administration have been improved with the assistance of data innovation
and globalization. The investigation beneath will indicate how Kellogg's has had the option to
deal with its store network productively to make long haul esteem items and the upper hand.
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Objectives set in this Project
The objectives which are set in this Project are:
 To motivate employees to work towards the objectives of Kellogg's, along with their
objectives
 To make team more effective, so that managerial operations can be done more
effectively.
Leadership and management behaviors
When you consider incredible pioneers – today and from the beginning of time, in business,
legislative issues, sports or expressions of the human experience – certain attributes and
capacities will, in general, make them stick out. They practice authority practices that go well
past what we normally anticipate from chiefs and directors.
For every one of his eccentricities, Apple's Steve Jobs was a trailblazer who enlivened others to
push the limits of inventiveness. In games, the famous Michael Jordan drove his Chicago Bulls
to a great many championships through the trust he worked with his colleagues as he urged them
higher than ever. John F. Kennedy, our 35th president, was one of this present country's most
uplifting pioneers. He had the mental fortitude it took to settle on hard choices – as indicated
when he looked down the Soviet Union over its endeavor to put atomic weapons in Cuba in
1962.
Extraordinary Leadership Behaviors
Extraordinary pioneers may not be brought into the world that way, yet the practices that imprint
the best and lead to progress can be created and refined after some time. Seven of the most
significant (Hoch, 2018).
Being grounded in morals and respectability: Both are signs of the best heads – the
individuals who are profoundly dedicated to doing the correct things for the correct reasons,
notwithstanding when it is troublesome or disagreeable to stick with it. This underscores the
significance of holding fast to high standards and expert benchmarks and doing as such with
consistency.
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Building trust: This isn't something that just comes naturally to a pioneer. It's something the
best realize they should procure. Keeping that in mind, they take activities that increase their
regard. They include others in choices that influence them as opposed to making one-sided calls.
They are straightforward and steady, so subordinates comprehend what's in store (and can
depend on it). Fruitful pioneers act such that does right by others to be related to them.
Bringing others along. It's critical to help other people develop and accomplish, and the best
chiefs fill in as the two mentors and instructors in the quest for that objective. It takes taking a
gander at people and regarding them in that capacity in understanding their unmistakable needs,
capacities, and objectives. Simultaneously, it takes working with individuals to enable them to
reveal what they excel at and approaches to fortify their advantages.
Motivating everyone around you: There are objectives upon which individual works, where
one objective is personal while the other objective is the objective set by the organization. The
motivation around the employees, rouses with the quality which employees has in themselves.
Motivation is the matter to provide energy in the employees and motivated managerial behavior
always all employees to work harder.
Empowering advancement: Imaginative associations give their kin the space to extend their
inventive wings. The way of life to get this going is set by pioneers who energize the specialty of
"plausibility" thinking and taking a gander at issues from alternate points of view – and who
offer how such practices have functioned for them. The best heads likewise comprehend the
significance of preparing individuals in being increasingly inventive through addressing,
watching, testing and organizing, and to that end guarantee that representatives get work time
every week to do outside-the-work innovative undertakings.
Analyzing Kellogg’s Management behavior in the Project Team
Source : (Ezissa, 2013)
Kellogg's has dealt with its coordination's exercises utilizing the most ideal approach to drive
down its expenses and lift its business which has prompted improvement of profitability and
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administrations. It was fit for shortening the pipeline by incorporating its inward and outside
procedures with workers, clients, and providers to keep least stock stocks and to expand its upper
hand. A decent inventory network is meant to be adaptable and diverse to progressions that
might occur to the smaller scale and full-scale condition is helpful for the firm. The managerial
behavior is a lot of procedures used to improve the adaptability and working of Kellogg’s to
conveyor to get crude materials. Inventory network incorporates the combination of the
procedures that happen among providers, producers, transporters, stockrooms, purchasers and
clients. Kellogg's production network has different exercises included (Kerpershoek, 2016).
Directors knew obviously that utilizing assets effectively is important, so they have set numerous
worldwide natural targets, for example, vitality use, emanations, water use, and waste transfer. It
likewise mulled over the areas of the manufacturing plants, the measure of room required, where
completed products ought to be put away and the focused-on fragment of individuals the items
are routed to. Store network the executives considers the exercises of all divisions particularly
the conveyance one. It is important for Kellogg’s to market and manager their products and
services in an innovative way. The coordination from other companies has helped Kellogg’s to
expand their work to grab the ideal image of the company.
Lean creation centers around limiting inventories, improving profitability and dispensing with
unused. The Toyota supervisory crew has developed links among the work which providing
them profits with the other organization providers called as upstream. Vertical linkage system
occurs when cooperation among the inbound cooperation’s happens. It came about in limiting
the association's needs for the stocks, giving valuable hype to the two gatherings and increasing
progressively upper hand among the companies. It has received the needs which this framework
needs and had the option to argue with the stream, where they can react according to the needs in
the market demands and can adjust according to that. It has made an association with its
providers and finished every single natural item appraisal which brought about decreasing its
loss by 51% since 2005 (Odoardi, 2015).
Coordinate manageability.
On the off chance that organizations would convey items to their clients as often as possible and
when the transportation is not that affective with unfilled trucks, in such case Kellogg’s is
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spending on transportation. With the increase in the population in the urban regions, purchasers
just as legislators request more naturally amicable ways for generation. Kellogg’s have done well
to be at the top, one approach which can be used for the territory of assembling their own
transportation system or network, they re-appropriate this procedure.
Kellogg’s experience in the food industry market have helped them for instance. Kellogg’s look
after the promoting blend effectively and does ceaseless monitor among its clients to make the
correct items to various fragments. Its items are achievable in the stores like ASDA and TESCO.
The coordinated effort which Kellogg’s is making among its clients and retailers driven to an
improved advancing framework. The accurate delivery and services kept viable generation and
constrained shares. The benefit of innovation is used when the data can be transmitted quicker
and new products and services can be overseen simpler. The clients such as TESCO AND ASDA
can increase their share market and increment their deals. PCs had helped them to reassure that
the clients are fulfilled the transportation system touches base on schedule. The retailers
sometimes have some extra actualized the utilization of innovation. Wal-Mart has slanted its
providers to do likewise. It is viewed as the minimal effort pioneer in the U.S., low costs and
momentary offers pull in individuals to come all the more frequently, this has manufactured a
tight relationship between the retailer and its clients. The participation of Wal-Mart and Procter
and Bet has expanded the association's capacity. The conveyance of the fundamental data has
caused P&G to deal with their stock needs and do significant items. The professional action of
Wal-Mart made an inventory network system that is effective with the goal that numerous
different organizations have duplicated it after some time. Wal-Mart has too actualized the voice-
based request taking care of framework where requests are taken using receiver or on the other
hand speaker, and after that, the voice manages the clients to the thing's areas. This framework
has diminished naming expenses. Recently, Wal-Mart has actualized the radio recurrence
distinguishing proof innovation which has brought about sparing work and time (Lee, 2015).
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Group and team behavior
Source 1: (Kellogg company, 2019)
Kellogg is one of the largest organizations in the world and drastically contributing to the global
economy. They are enlightening customers’ needs since 2006 and earning the revenues of around
£11 billion every year (Kelloggcompany, 2019). The marketing strategies and sales induction are
reinforced by their groups and networks. Every organization has their strategies and approaches
to increase their sales and market share but cannot possible without an effective team. The
natural game plan cannot work while any business is operating at an international level. Being on
the first position is not a big deal but to maintain the position is very difficult. Tactics and
strategic planning is required to face the challenges of the business environment. To make
effective planning, transporting and new ideas in the business is necessary which is possible with
the help of the engaging team in operational function.
Kellogg’s strong network of business resources is a critical share of implementing diversity, in
the company. Their numbers of groups and networks are working around the world with
commercialized and innovating ideas. The entire team of Kellogg’s is working for transforming
their ideas into reality. They are releasing new ideas such as removing gender inequality from the
workplace and meeting up with new subsidy partner every month. While the business choosing
the right skills and abilities in employees they are finding women for their business to engage.
They have also engaged a program in 2017 for women empowerment and hire female workers to
respect the nations’ culture.
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Their business encounters have found ways to engage new employees to develop their career as
well as making their network very strong. In 2018, they organized many programs to engage
people to connect with Kellogg as well as also send their mentors to discuss the benefits of
joining the organization. Initially, the time duration was 8 months but based on progress, they
increased the time 3 months. The main objective of that program was to bring new candidates to
be work for Kellogg and surprisingly the result was quite positive (Comparably, 2019).
Another concentration was deemed to be highlighting their performance after all an organization
only works for revenue and recognition. The day is not too far when they are accomplishing the
aim of engaging an equal ratio of genders working in their company. Team behavior
identification is way too important to get the right things in the organization. The major finding
in this report is to analyze the behavior of employees’ because candidates and people somehow
connect with operations but profit and revenue generation can only possible with bringing new
ideas and commercialized plan into practices. One of their mentees has said that this program has
given them the right pathway to get succeed in their career and also helped to change their
perception and viewpoint.
To manage team behavior and attitude of their employees in the organization, they adopt
different methodologies. While generating profit for the organization, they must remember their
viewpoint of their employees. Establishment of corporate social responsibilities in employees is
very necessary to bring work ethics in them. Selection of right skilled person at the workplace is
a good sign of using the manpower. Utilization of power, politics, and culture is a way too
important and critical part of team behavior (Georgiadis and Powell, 2019).
A set of power, politics, and culture can be termed as a leader in the organization. Leaders and
managers of Kellogg must remove discrimination and exploitation from the process. It is
necessary to get the things done in the right way and also bring equity in managers towards their
employees. Kellogg has already provided an authoritarian legacy towards maintaining integrity
in the company. The successful story of Kellogg has only discussed on their basis of
organizational behavior. A familiar environment of working with employees is a clear result of
employee engagement. They are connecting new customers by introducing new product outlets
in the market. Also, management engages different engagement programs for employees to get a
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positive behavior towards the organization. Employee retention is the biggest concern in global,
organization are meeting different challenges to sort the problem of employees turnover,
therefore they make every possible attempt to make their employees retain in the business.
However, the trust of employees on Kellogg can easily find by their success and prosperity.
Hence, the decision of their management to engage new people for exploring their services is
impeccable (Touré‐Tillery and Fishbach, 2018).
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Motivation and perception
Source 2: (comparably, 2019)
Kellogg is one of the largest breakfast cereals in the world and selling their other eatables across
140 countries. Their production capacity is way better than any other organization. The
manufacturing of their products is operating around 18 countries with a huge distribution
channel. To get way more success for the business, their production managers and leaders are
adapting new challenges to overcome the market issues. These flawless sales can only possible
with the help of their teammates and the workforce. There is a variety of job functions and
employment in Kellogg. It may include different functions with operative engineering. Every
person in their job role is giving many efforts to get their targets and also keep motivated
towards the work. To get the objectives and aims employees work with high motivation no
matter what job role, they are performing (Spoelma, 2018).
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In every step of engaging new employees to achieve their objective, Kellogg is performing their
job function as an employer very effectively. Kellogg has new motivation strategies and
approaches to motivate their employees at the workplace. The reason behind holding a huge
number of workforces is deploying employees to the right department who are suitable for the
job role. To get the best from the employees, identification, and division of work is as important
as selecting and recruiting them. Kellogg is striving for continual growth and success by
applying motivation theories in practices. These policies and values of Kellogg make the
workplace better and influence the behavior of individuals. Employees are encouraged to speak
about their job and workplace positively. Positive energy is visible in their employees while
working. A set of motivation in employees keeps them fresh and active to work hard and gain as
much as they can. There are some practices have been followed by the Kellogg to maintain at the
workplace such as:
 Scientific management: According to Taylor, the monetary reward system is the biggest
factor of motivation. If their managers keep all the objective aside than only one factor
will remain, employees, personal objectives. Every employee works for their objective
also. Therefore, in an organization, they only work for their benefits and advantages
(Russell, et. al., 2018). They offer holiday packages along with cash alternative to their
employees.
 Make a great place to work: To retain the employees at the workplace, they have
introduced different programs such as if employees completed their total working hours
of a week till Friday then they can adjust their working hours accordingly but this
program is effective between May to September. Numbers of fitness and health programs
have also introduced by Kellogg to keep their employees healthy and keep away from
health diseases. The scheme of suggestion box is also there for employees to their voice
and work on it. The suggestion box is free for every query and suggestion, therefore it
includes timely innovations.
 Democratic working environment: Another reason for engaging employees is to get
them together at the same time and ask for the suggestions. The engagement of
employees in decision-making also influences them to work hard. Employees often feel
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