Leadership, Communication, and Risk Management in Retail: A Report

This report delves into various leadership styles, including transactional, participative, and situational leadership, analyzing their effectiveness and limitations. It explores strategies for building employee trust and commitment within a retail organization, focusing on decision-making, diversity management, change processes, and networking. The report outlines approaches to risk management, incident response, and media representation, emphasizing the importance of formal emails, traditional media, and personalized social media. Furthermore, it details a trust and commitment plan, justifications for chosen leadership styles, and strategies for building and supporting teams through positive work environments, assigned responsibilities, resourcing, and innovation. Finally, the report discusses targeted communication methods, including group presentations, short reports, and company web pages, providing justifications for each approach to enhance employee engagement and organizational effectiveness.

Running head: PROVIDE LEADERSHIP
Provide Leadership
Name of the Student
Name of the University
Author Note

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Executive summary
The main aim of this report is to develop a trust and commitment plan and analyze three targeted
communications media through which the trust and commitment of the employees can be
maintained. The analysis of leadership styles and effectiveness and limitations is also discussed.
The justification for choosing the selected leadership style is also given trough discussing the
approaching areas that are decision making, dealing with diversity, change management
processes, flexibility and adaptability and networking. The discussion of building and supporting
a team is illustrated by the aspects considered build and support team and strategies undertaken
for build and support a team. The approach to risk management and response to incidents is also
discussed through strategies for ensuring the organization is well represented in media and
community. Lastly, the three targeted communications selected for this report are a group
presentation, a short report and company’s web page.

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Table of Contents
1.0 Trust and Commitment Plan............................................................................................................4
1.1 Analysis of leadership styles and effectiveness/limitations.........................................................4
1.2 Justification for choosing the selected leadership style...............................................................5
1.3 Building and supporting a team...................................................................................................6
1.4 Approach to risk management and response to incidents............................................................7
1.5 Strategies for ensuring the organization is well represented in media and community..............8
2.0 Targeted communications..............................................................................................................10
2.1 Targeted and varied communications........................................................................................10
2.1.1 A group presentation...........................................................................................................10
2.1.2 A short report......................................................................................................................11
2.1.3 Company’s web page..........................................................................................................12
2.2 Justification of the approach taken............................................................................................14
2.2.1 A group presentation...........................................................................................................14
2.2.2 A short report......................................................................................................................15
2.2.3 Company’s web page..........................................................................................................15
3.0 Conclusion.....................................................................................................................................15
4.0 Reference List................................................................................................................................17

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1.0 Trust and Commitment Plan
1.1 Analysis of leadership styles and effectiveness/limitations
The three effective leadership styles that is most suitable for communicating the
management strategies to the subordinates are- transactional leadership, participative
leadership and situational leadership style.
McCleskey (2014) stated that transactional leadership highlight the nature of a leader,
who reward their people on fulfilling their direction properly and also punish them if the
subordinates are unable to meet the said instructions. Chemers (2014) highlights that the
transactional leadership style help in motivating people by giving them rewards for following the
instructions. The role of building trust comes as this leadership style omits all the confusion
related with understanding of the given instruction. On the other hands, the downside of
transactional leadership is that some employee might not be able to utilize their creative
mindset for accomplishing the goals as they will be punished for not fulfilling the instructions.
Participative leadership on the other hand invites subordinates to make the decision for
the betterment of the organization Antonakis and House (2013). Employees are allowed to
identify important goals and relevant procedures to accomplish the goals Yukl (2012). The prime
benefits of this leadership style that is highlighted by Lussier and Achua (2015) is that it
motivates the job satisfaction among the employees as they can sense the feeling of being values
by the organization. Von Krogh et al. (2012) however argued that it slows down the process of
implementing any change if required in a short interval of time. Moreover, this style also allows
all the employees to be aware of all the upcoming changes or strategies that can leads to security
issue for the company.

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Lastly, the situational leadership style refers to the situation, where the leader adjusts
their style according to the development level of the subordinates (Wren 2013). Amanchukwu et
al. (2015) highlighted that this leadership style help in building trust with the employees as the
leaders communicate in the way that is preferable by the employees. The leaders not only direct
their employee regarding the organizational goals but also coach them and participate in job
duties where the subordinate require intense guidance (Day et al. 2014). This will help the
employee to develop a sense of trust and respect with the leader. The situational leadership is
easy to implement and the leaders do not need to follow a particular direction to maintain their
leadership style but suffers from the drawback for formulation of confusion and lack of
consistent leading style (Allio 2012).
1.2 Justification for choosing the selected leadership style
The taken approaches are for building trust are:
Approaching
areas
Planned approaches Justification for the approaches
Decision
making
Including employees in all
meeting and conferences
This will help the employees to develop the sense
of being an impotent asset and they also can see
their leaders to listen to their queries and concerns.
Implementing two-way
communicating and
feedback session
The feedback allows the employee to reflect their
positive and negative comment related to the
undertaken strategies. The two-ways
communication approach also maintains
transparency that furthermore built the trust and
commitment towards the organization.
Dealing with
diversity
Developing policies
according to organizational
goals
Strict polices for working in unison attract,
develop and retain the best employee. These
policies will also help people from different
background to work with respect.
Celebrating the different to
develop synergy
This approach and identify the strength and
weakness of all the individuals and allow the
managers to segregate the job responsibilities to
the fittest one, which furthermore motivate people

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to remain committed with their job as they can
utilize their strength to perform the job roles.
Change
management
processes
Sponsor Activities and
Sponsor Roadmaps
The predefined plan prior to the implementation of
the change in business help the employee to
sustain the change and develop the sense of trust
as company want the employee to adopt the plan
and remain in the organization.
Training Development for
managers and employees
The training session also reflects the desire of the
company to help people to outperform during the
transition time.
Flexibility
and
adaptability
Developing effective
performance management
system
The company set the target for each employee and
on allowing people to fulfill the target according to
their plan results in implementing flexibility. The
measurement of the performance regularly allows
the employees and managers to keep track
concerning the progress of the employees.
Rewards the employees
with financial and no-
financial benefits
Rewarding employee will develop the morale to
work hard for accomplishing their goals. The
lucrative rewarding offers also enhance their
adaptability towards the changed plans and
strategies.
Networking Develop an online social
portal for effective
communication
This approach will allow the employee of the
organization to share their concern without any
hesitation. This approach also allows the employee
to connect wt each other even after the office
hours.
1.3 Building and supporting a team
Aspects considered build
and support team
Strategies undertaken for build and support a team
Creating a positive work
environment
 The leaders should have to give positive feedback and
constructive response in case an employee need guidance to
fulfill their job roles and responsibilities.
 Offering flexible working environment where employee can
attend their destined working hours according to their
convenience
 Developing a gamified working environment so that employee
feel happy to work in the office and understand all their job
requirements
 Formulating de-centralized organizational structure and two-way

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active communication approach so that employee can deliver
their concern directly to the leaders ad managers.
 The leaders should acknowledge to every idea suggested by the
employees so that they can feel motivated to work with more
effort for the company. They should also appreciate the
achievements and recognize them regularly
Assigning responsibilities  Segregating the job responsibilities compared to all the job
designation present in the organization
 Measure the job performance by using analytics tools to identify
whether or not all the employees are able to meet their assigned
roles.
 Identify the strength of the employees to provide them with
challenging roles and responsibilities.
 Offer the employee with on-job training or instruction so that
they can understand new objectives of their job roles.
Resourcing  Implement technological changes in order to identify the people,
who can make themselves compatible with the change and utilize
the implemented change.
 Utilizing the concept of market stagnation so that the organization
can monitor the cost involved for each employees.
 Developing effective retention strategy like more organizational
benefits and family benefits so that people can remain in the
organization and can reduce the voluntary employee turnover.
Encouraging innovation  Development of projects in which employees are allowed to
suggest strategies for accomplishing the desired goals.
 Inter organizational competition for suggesting most innovative
ways to attain the new project objectives.
 Redefining incentives and rewards for all the employees on
highlighting unique ideas and suggestions
 Take feedback from the employees regarding the necessary tools
so that they can optimize the working procedure implemented to
perform particular project objectives.
 Encouraging experiments and celebrating failures so that
employee can boost their moral for developing new ways so that
failures can be minimized.
1.4 Approach to risk management and response to incidents
The approach to risk management is to list down all the weakness related with the
project. The second step for risk management approach is to set some alternative so that the

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possible weakness can be overcome. Boin et al. (2016) suggested that including all the
employees in the decision making approaches also allow the mangers and leaders to identify
unique ideas and an agreed upon ideas that all the employees can accept without any problem.
The response of the risk management is to address all the weakness with alternative ideas
suggested by employees. This can be implementing by conducting internal employee survey to
group meetings (Glendon et al. 2016). Alison and Crego (2012) highlight another benefit that in
this ways the managers not only able to improve the interpersonal relationship with the
employees but also develop sense of trust and commitment among the employees.
1.5 Strategies for ensuring the organization is well represented in media and community
Utilizing formal e-mails to convey messages- Shen et al. (2013) stated that employee may get
offended if they are not making aware of any instruction related to their job and policies of the
working environment. Thus it is important for the manager to provide such information through
a medium, where all the messages can be distributed to all the employees equally and without
biasness. Williams et al. (2012) stated that the advantage of utilizing the e-mail approaches is
that all the employees can see that every other working personnel are receiving the same
messages and information. This strategy will help in developing the feeling of trust and equality
among all of them.
Focusing on traditional media- Traditional media for transmitting the message are news
bulletins, notice boards and company’s handbook (Lovejoy and Saxton 2012). Feng et al. (2015)
highlight that these traditional media do not target individual people and help in conveying
messages all together to everyone. Company can focus on these mediums for handing over the
information related to the employee’s code of conduct, organizational policies, the do’s and

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don’ts of organizational regulations and ethics. This process also removes the biasness and helps
in developing trust among the employees.
Personalizing the contemporary application- Another method to ensure that the organization is
well represented in media and community is communicating through social media (Keyton et al.
2013). However, Stieglitz and Dang-Xuan (2012) stated that personalization of these social
media will be beneficial for the organization as it includes all the employees to communicate
with each other in an informal way. This informal interaction also helps the organization to
develop the sense of equality and trust as all the management people are also a part of that social
media application.

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Organizational Mission
To serve all customers with premium quality of products at affordable cost
To obtain loyalty of customers and ensure their commitment through best customers
services
To treat all the employees with equality and provide them maximum benefits
Organizational Vision
To extract all the business opportunity for the organizational growth
Appraising the skills of all the employee and offer them with suitable job roles
Promote the brand in community through corporate social responsibility
Organizational goals or objectives
Increase the customer base by 15% in coming 2 years
Diminishing the budget cost by 7% in 5 years
Enhancing the employee retention rate by 25% in coming 5 years
Increase market share by 9% in 3 years
Specific responsibilities of work groups and individuals in achieving these goals
Human resource department
Maintaining the employee retention rate and resolving conflicts
Diminish employee turnover rate
Making all the employee are of the code of conduct and take proper induction
Making all the employees understand the organizational ethics
Provide effective training through analysis of strength and weakness of all the employees
Identifying areas of improvement in the organizational policies and strategies
2.0 Targeted communications
2.1 Targeted and varied communications
The organization industry that is considered for this assessment is a retail organization.
2.1.1 A group presentation

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Marketing Department
Research on recent customers demands and needs
Tracking the recent trends and future the upcoming inclination
Monitoring the market competition
Transmitting brand values
Customer Care Department
Maintaining customer accounts
Understanding all the users complaints
Provide them the correct solution to their problem
Maintaining financial accounts along with processing customer adjustments
Prepare product or service reports
This report represents the organizational mission, vision along with the Key organizational goals or objectiv
1.0 Organizational mission
The organization’s mission is to serve all customers with premium quality of products at affordable cost, to
2.0 Organizational vision
The vision of the organization is to extract all the business opportunity for the organizational growth, apprai
2.1.2 A short report

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3.0 Organizational goals and objectives
Some of the selected goals of the organization is to increase the customer base by 15% in coming 2 years, di
4.0 Responsibility of team
The three most important departments for this organization are- human resource department, marketing depa
4.1 Role of human resource department
The main role is to maintain employee retention rate and resolving conflicts, diminish employee turnover ra
4.2 Role of marketing department
The role of the marketing department are to research on recent customers demands and needs, track the rece
4.3 Role of customer care department
Customer care need to fulfill the responsibilities of maintaining customer accounts, understanding all the use
5.0 Undertaken policies and strategies
The company needs to develop policies for confidentiality, community resource index, processes for networ
2.1.3 Company’s web page