The Phoenix Group: Leadership, Organizational Change and Team Success

This report examines leadership's role in The Phoenix Group, focusing on its organizational culture and structure, and how these elements support effective transitional change. It explores the different leadership approaches, particularly situational leadership, employed by The Phoenix Group. The report also discusses strategies for building effective teams through motivation, including Maslow's Hierarchy of Needs, and analyzes team development attributes, such as Tuckman's model, that contribute to the organization's success. The Phoenix Group's acquisition of Standard Life Assurance Limited is highlighted as a key transitional change, providing a case study for the report's analysis. The report emphasizes the importance of leadership in providing vision, acting as a role model, and inspiring employees during periods of change. It also discusses the impact of organizational structure in preparing employees, facilitating planning, and monitoring progress. Finally, the report highlights the influence of organizational culture on managing change, emphasizing the importance of employee wellbeing and fair benefits.

People in Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
Question 1........................................................................................................................................3
Role of leadership that exist in The Phoenix Group....................................................................3
Support of organisational structure in effective transition change..............................................4
Support of organisational culture in effective transition change.................................................6
Question 2........................................................................................................................................7
Ways in which The Phoenix Group may build effective teams through motivation...................7
Team development attribute that may contribute to success of The Phoenix Group..................8
Strategies used by The Phoenix Group for motivating teams within organisation.....................9
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................21

INTRODUCTION
This report aims at discussing role of leadership in The Phoenix Group and organisational
culture and structure and their support in effective and successful transitional change within
organisation. This report later will also discuss about ways to build effective teams through
motivation and team development attribute contributing success of The Phoenix Group. This
report is based in case study of The Phoenix Group, one of the largest providers of insurance
services in UK. It was founded in 1857 and is headquartered at London, United Kingdom. In
2018 The Phoenix Group acquired Standard Life Assurance Limited and this acquisition brought
significant transitional change within The Phoenix Group.
Question 1
Role of leadership that exist in The Phoenix Group
Leadership plays very important role in success of organisation and in situations like
transitional change role of leadership becomes more important to facilitate overall transitional
change for organisation. Some of the roles of leadership are as follows-
Providing a vision- Providing a vision helps employees in understanding what they are doing
and what is their contribution in realising vision of The Phoenix Group. This is also an important
leadership role in The Phoenix Group because they are going through change and in such
situation it becomes very important that employees are aware of reason behind change and this is
possible through communicating vision to employees (Jantz, 2017).
Being a role model- Role model facilitates it for employees to understand what kind of
behaviour and actions they should make within organisation. Being a role model is highly
important in time of transitional change in organisation because leadership can demonstrate
desired behaviour from employees in certain situations.
Inspire and motivate- This is another important role that leadership plays in The Phoenix
Group. This is concerned with encouraging individuals in organisation to perform and during
transitional change it involves considering positive side of change and also to effectively
contribute in making transitional change successful. In order to inspire and motivate employees

The Phoenix Group leadership has strong emphasis on equality and fairness in employee
experience and benefits (Giddens, 2018).
There are different approaches to leadership that leaders can use and in these leadership
approaches situational leadership approach is very important for transition within organisation.
Situational Leadership Style
Situational leadership approach includes different styles of leadership and these style of
leadership are based on situation that gets developed on the basis of followers or employees in
The Phoenix Group (The Four Leadership Styles of Situational Leadership, 2021). Some of the
styles that leaders can consider during transition within The Phoenix Group are as follows-
Telling- In this style leaders are having high task oriented behaviour and employees also have
low commitment as well as low competence during transition in The Phoenix Group. This
requires leaders to provide direction to employees about what and how to do something.
Selling- In this leadership style leaders have high task behaviour as well as high relationship
behaviour. In this style leader in The Phoenix Group creates buy-in approach and understanding
in employees during transition. This means that leaders sell their ideas in order to gain
cooperation of employees and remain open to suggestion.
Participating- This style of leadership also have high focus on relationship and low focus on
task and this is a follower driven approach. In this style decisions are left with employees though
leaders can participate in decision-making and provide suggestion but ultimate choice is of
employees of The Phoenix Group.
Delegating- In this style leaders have both low relationship and task behaviour and leaders
believes that employees in The Phoenix Group are highly competent as well as committed
(Thompson and Glasø, 2018). Considering this decision-making power is delegated to
employees.
Support of organisational structure in effective transition change
There are several ways in which transitional change in The Phoenix Group can be
managed with help of effectively designing its structure (Amado and Ambrose, 2018). In order to

manage this transition some of the ways in which organisational structure of The Phoenix Group
can be useful. These includes-
Preparing Employees- Organisational structure can be very helpful in preparing employees for
the transition. This includes providing them required knowledge and preparing them for the
challenges that they might face because of transition within organisation. This further involves
preparing employees for possible changes in their job roles and position within organisation.
Effective Planning and Implementation- This means that organisational structure can facilitate
effective planning and implementation of transitional change in organisation. This means that on
the basis of different level in organisation transitional can be effectively implemented. In The
Phoenix Group private medical insurance (PMI) was offered to highest three level in
organisations’ five pay bands. This decision and its implementation get facilitated by
organisational structure.
Monitoring and controlling- This is also a support of organisational structure in which
monitoring and controlling gets facilitated by organisational structure (Li and et.al., 2018). It
outlines reporting relationships and system of supervision and on the basis of this monitoring and
controlling can be effectively done. Employee feedback and measuring success of different well-
being and experience practices employed by The Phoenix Group is also possible and can be done
effectively through organisational structure.
Organisational structure theory that can be applied by The Phoenix Group during transition
Line Organisational Structure
Line organisational structure is one in which structure is lined and designed in simplified
manner that outlines roles and responsibilities of each individual within The Phoenix Group
(Types of Organizational Charts (Organizational Structure Types) for Different Scenarios, 2021).
This organisational structure starts from top executives and follows on the basis of roles within
organisation. This is one of the best organisational structures for big organisation and as The
Phoenix Group have grown from 800 people to 4300 people, this structure can facilitate
transition of The Phoenix Group. This will rightly align roles and responsibilities and will also
simplify understanding of reporting relationships within organisation.

Support of organisational culture in effective transition change
Organisational culture can be defined as collection of values, expectations and practices
that guide behaviour and actions of those working in organisation. Culture is important for
managing transition change and this is also one of the reasons that The Phoenix Group is
focusing on changing its values so that it can effectively manage transition change within
organisation. In culture of The Phoenix Group people wellbeing is kept at centre of its benefit
strategy. This suggests that people and their wellbeing plays very important role in culture of The
Phoenix Group (Elsbach and Stigliani, 2018). With help of this they can prepare and encourage
employees to effectively participate in transition change. In addition to this fair and equal
benefits and experience for all employees is also important, this is more important for employees
who have become part of The Phoenix Group because of acquisition.
Handy’s Model of Organisational Culture
This model outlines different types of culture that an organisation follows and these types
of culture that The Phoenix Group can consider during transition are-
Power culture- This is a culture in which power within The Phoenix Group is held by few
people and their influence spreads throughout organisation. Adapting this culture during
transition involves that decision taken by few people will be required to followed by everyone
within The Phoenix Group (Charles Handy Model of Organization Culture, 2021). This is
because people with power decide what happens in organisation and this can help The Phoenix
Group in avoiding situations like resistance of people.
Role culture- This is another culture in which organisation is based on rules. In this culture
everyone in The Phoenix Group is aware of their role and responsibilities. Power in this culture
is based on position of individual in The Phoenix Group. This can facilitate transition where
people become aware of their role and responsibilities in transition on the basis of their position
in organisation.
Task culture- In this teams in The Phoenix Group are formed to address specific issues in
organisation and this is one of the best culture that The Phoenix Group can use to successfully
implement transition in The Phoenix Group. Teams can be formed to strategise transition and
implement it in organisation.

Person culture- This culture is based on people and people are superior to organisation
(Nasaireh, Abdullah and Obeidat, 2019). This is a culture that is effective for professional firms.
Question 2
Ways in which The Phoenix Group may build effective teams through motivation
Building effective teams require that organisations use adequate and effective measures
to motivate teams within organisation. Some of the ways through which The Phoenix Group can
build effective teams through motivation includes-
In order to motivate teas within The Phoenix Group, organisation can also use different
motivational strategies and theories. Maslow’s Hierarchy of needs is as follows-
Physiological needs- This is first and most basic need and as per this it is important that The
Phoenix Group provide adequate compensation and salary to employees within team that they
can fulfil their physiological needs.
Safety needs- This is a need in which employees seek to get control over their lives and in
context of organisation this involves financial safety (Hopper, 2019). Private medical insurance
that The Phoenix Group provides is aimed at fulfilling safety needs of team members within The
Phoenix Group. In addition to this, emphasis of The Phoenix Group on mental and physical
health also helps in fulfilling safety needs. Mind matters network and work-based stress
assessment through which The Phoenix Group focuses in ensuring mental health of employees.
Social needs- This is a need that involves having a feeling of belongingness and this need occurs
once safety need has been fulfilled. Members of team seek to build relationship with other team
members. Network of support and mentoring schemes are examples through which The Phoenix
Group help employees in building relationship within organisation.
Self esteem needs- This is another need in hierarchy in which employees wants to get
recognition within organisation and from other team-members. Employees desire to get
reputation and respect within team and from team members. This need can be fulfilled through
rewarding team-members for their achievement in The Phoenix Group.

Self-actualisation needs- This is need of highest order in hierarchy and this is concerned with
need to realise one’s highest potential (Poirier and Devraj, 2019). In order to fulfil this need The
Phoenix Group requires to provide challenging tasks and activities within team and to team-
members so that they can realise their full potential and seek growth within The Phoenix Group.
Team development attribute that may contribute to success of The Phoenix Group
Team development attribute are those elements through which The Phoenix Group can
develop successful teams in organisation. Tuckman’s team development model outlines different
stages through which successful teams can be developed in The Phoenix Group. These stages
are-
Forming- This is first stage of team development in The Phoenix Group in which teammates
show their best behaviour and in this positive and polite atmosphere. In order to maintain
motivation in this stage The Phoenix Group should ensure that facilitator for team is there to
facilitate introduction of teammates with each other. This also involves providing guidance
regarding team objectives and its aims.
Storming- This is another step of team development in The Phoenix Group and this step
involves creation of boundaries in members and conflicts occur in team members (Black and
et.al., 2019). In this stage of team development in The Phoenix Group frustration creates because
of lack of common interest. In this step facilitator of team in The Phoenix Group play important
role in resolution of conflicts in teammates.
Norming- This is another important stage of team development and effectiveness in The
Phoenix Group in which conflict between teammates gets developed. Teammates start
recognising and appreciating team members and their strengths. Along with this in order to
motivate employees in The Phoenix Group for realising team goals and objectives by clearly
defining goals and objectives and what are their role in realising goals and objectives of team as
well as The Phoenix Group.
Performing- This is another stage in successful team development within The Phoenix Group.
In this step employees perform their duties and complete their responsibilities. In addition to this,
during this stage it is important that small achievements are recognised in order to keep

employees and team motivated. Problems are solved as they arise in order to remove any kind of
long term impact on performance or effectiveness of The Phoenix Group.
Adjourning- This is another important step in which completion of task and achievement of
team objectives lead to adjourning team and every member get back to their job in The Phoenix
Group where they were appointed.
In different steps of team development and motivation of team The Phoenix Group can
also utilise different practices for motivating team and its members (Hildebrandt and Marr,
2020). Important factors that can motivate team members include collaboration and coordination
among team members and recognition within and outside team. In addition to this clear vision
and clarity of individual role within teams also are important for success of team motivation.
Strategies used by The Phoenix Group for motivating teams within organisation
Slide 1

Slide 2

Slide 3

Slide 4
Unequal treatment can lead to negative attitude of employees towards The Phoenix Group and
can also lead resentment in employees and when everyone is treated fairly and equally, it
becomes reason for motivation of employees within team.

Slide 5
This can motivate employees to perform effectively within team as well as within The Phoenix
Group.

Slide 6
Additionally, this also cause feeling in employees that they are being valued within organisation
and their mental and physical health is very important for organisation.

Slide 7
In addition to this such practices also contribute in developing positive image of organization in
employees so that they consider themselves valued in organization. Search employees are also
able to effectively perform in team by collaborating with other team members.

Slide 8
This is also make effective contribution in personal development of individuals in team which
enable them to effectively perform in The Phoenix Group as well as remain motivated.

Slide 9

Slide 10

Slide 11
CONCLUSION
On the basis of above discussion, it can be concluded that there are different types of
roles of leadership that exist in The Phoenix Group. The most important roles that leaders play in
organisation includes providing a vision for organisation and playing a role of role model for
employee. This is aimed at giving guidance to employees about how they can make decisions
and how they should behave in organisation. In addition to this leadership also plays important
role in developing effective organisational structure and protocols for communication. Inspiring
and motivating employees is also role of leadership along with being a strategist for organisation.
Report later discussed support of organisational structure and organisational culture for
transitional change in organisation. Later report discussed about ways in which The Phoenix
Group can build effective teams through motivation. Concerned with this there are several ways
in which effective team can be developed by motivation.

REFERENCES
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Giddens, J., 2018. Transformational leadership: What every nursing dean should know. Journal
of Professional Nursing. 34(2). pp.117-121.
Hildebrandt, A. and Marr, J., 2020. NICK SABAN–A CASE STUDY FOR RECRUITMENT
METHODS AND APPLICATION OF TUCKMAN’S MODEL OF TEAM
DEVELOPMENT. MANAGERIAL PERCEPTIONS OF STEM WORKFORCE
SUPPLY AND DEMAND. p.57.
Hopper, E., 2019. Maslow's hierarchy of needs explained. Viitattu. 12. p.2019.
Jantz, R.C., 2017. Vision, innovation, and leadership in research libraries. Library & Information
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Nasaireh, M.A., Abdullah, A.H. and Obeidat, K.A., 2019. The relationship between cultural
types according to Handy’s model and organizational structure in Jordanian public
universities. International Journal of Academic Research in Business and Social
Sciences. 9(1). pp.973-985.
Poirier, T.I. and Devraj, R., 2019. Pharmacy in an improved health care delivery model using
Maslow’s hierarchy of needs. American journal of pharmaceutical education. 83(8).
Thompson, G. and Glasø, L., 2018. Situational leadership theory: a test from a leader-follower
congruence approach. Leadership & Organization Development Journal.
Online
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https://situational.com/blog/the-four-leadership-styles-of-situational-leadership/>.
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