Analysis of Leadership and Management at Bloomsbury Institute

This report delves into the functional areas and management hierarchy of Bloomsbury Institute, an educational organization. It examines the importance of communication in leadership and management, emphasizing effective interdepartmental communication for improved productivity. The report further explores the current drivers of globalization, such as technological, political, market, cost, and competitive factors, and their impact on businesses. Finally, it compares and contrasts accommodating and controlling leadership styles, evaluating their suitability in the modern global organizational context. The report provides a comprehensive analysis of these key aspects, offering valuable insights into leadership, management, and globalization within the context of an educational institution.

Individual report

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1) Functional areas of Bloomsbury Institute and its hierarchy of management.....................3
2) Communication central to leadership and management along with effective
interdepartmental communication within an organisation.....................................................6
3) Current drivers of globalisation and explanation of how the drivers of globalisation impact
businesses...............................................................................................................................6
4) Compare and contrast the accommodating and controlling styles of leadership and which
one style is most suitable for the modern global organisation and why.................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
.......................................................................................................................................................10

INTRODUCTION
With rise in globalisation, there is change in leadership and management of organisation.
It is very important for business to move according to their changes needs (Black, Morrison and
Gregersen, 2013). The given report is based on different aspects of companies such as
educational, organisation. For educational selected university is Bloomsbury Institute which was
founded in 2002 at United Kingdom. It provide higher degree education offering both
undergraduate and postgraduate in accounting, finance and business management. The aim of
assignment is to discuss about functional areas and hierarchy of management along with
communication in leadership and management. It also covers drivers of globalisation and their
impact on businesses and comparison of styles of leadership and management.
MAIN BODY
1) Functional areas of Bloomsbury Institute and its hierarchy of management
Functional areas are those areas of business where various activities are performed who
possess similar expertise and skills. The functional areas of every institute is different from each
other which includes accounting, academic marketing and so on (Dickson and et. al., 2012). For
example, in case of organisation areas are sales, production, finance whereas in university,
colleges, areas are academic, accounting, counselling and others. The functional areas of
Bloomsbury Institute are as follows:
HR Functional Areas- Bloomsbury Institute should have HR department in order to hire
skilled and capable person for handling various department under it. There are various
department which are working under HR. They helps institute to run their course and other
activities in effective and efficient manner. This includes following:
 Academic department- For communicating with students and faculty regarding holiday,
exams and extra curriculum activities. It includes registrar and library where they issues
books to students and fulfilling examination form for them, issuance of mark-sheet, other
documents. Any queries related with fee, problems are solved by registrar of university.
 Admissions Department- In this functional areas, Bloomsbury Institute should focus on
taking more and more admissions for various subjects and department. It is long
procedure which start from taking entrance of students for various subjects and short
listing them on basis of high percentage. After that the students get admission which

consists of payment of college and tuition fees. This areas work once in a year as
admission are done annually.
 Administration department- It is liable for arrangement of meeting, trip for students,
arrangement of functions and all other activities of university. They are responsible for
making proper budgets for various activities conducted at respective university.
 Athletic Department- It is an important functional areas where coach or trainer is hired
for conducting various sport activities in university. This functional areas is required in
institutions for creating refresh and entertainment to students and developing interest of
those students who want to make career in sport or athletic (Doh and Quigley, 2014).
This can help them to improve themselves and athletic includes sports or games such as
cricket, badminton, table tennis and others.
Finance Functional Areas- It is most important functional areas of organisation and
business. In case of Bloomsbury Institute, they should handle all payments and finance of
university. They send mails and messages to students and parents regarding timely payment of
fees and other if required. They provide funds to university for conducting any activities.
Hierarchy is defined as structure of organisation by using various level of authority and
chain of command among subordinates and superior of firm. Here, high level control over lower
level of authority. The hierarchy of management of Bloomsbury Institute consists of five
divisions which has incorporated accountability through committees and Board of Directors
(Organisational Structure, 2019). These committees structure has formed for ensuring effectual
management of academic standards. The strategic management, leadership and operational is
ensured through Senior Management and Leadership Team (SMLT). Bloomsbury Institute work
with Quality Assurance and Enhancement Committee where SMLT contribute towards setting
and maintenance of standards along with enhancing quality. Academic Committee is liable for
holding SMLT account and perform different responsibilities such as:
 Ensuring strategic management and leadership throughout all divisions.
 Providing recommendation to Academic Committee for amendment of Annual Planning
cycle.
 Reviewing of requirement of resources in each divisions and including IT infrastructure.
 Reviewing minutes of meeting by Board of Directors, Academic Committee (AC),
Course Committees (Css) and others.

 Reviewing audit reports from Communication heads for monitoring.
Bloomsbury Institute have membership with various department such as: Quality
Executive, Academic Registrar, Head of Quality, Finance Director, IT manager, HR manager,
Corporate Service Manager, Managing Director and Academic Principal and others.
(Source: Hierarchy Structure, 2019)
Illustration 1: Hierarchy Structure, 2019

2) Communication central to leadership and management along with effective interdepartmental
communication within an organisation
Leadership and management are most important for Bloomsbury Institute because leader
provide guidance to their followers and manager manages each and every activities of
organisation. Communication is central to leadership and management because of various
reasons. Communication plays an effective role in achieving success and growth of institutes.
Here, leaders influence and provide guidelines to working force of Bloomsbury Institute to work
effectively and efficiently. Similarly, manager manages all work and operations of institutes for
carrying various activities and task. Here, manager and leader of respective organisation should
have good communication for communicating with their students and employees. This effective
communication helps in interdepartmental of institutions. If both manager and leader provide
help to interdepartmental then there is good flow of data and information in university which
leads to rise in productivity and profits (Erez and et. al., 2013). For example, academic
department and admission both have good interdepartmental communication at Bloomsbury
Institutes then they can know about number of admission taken place in year and accordingly
requirement of faculties and staff for providing classes to students. This can possible if both
manager and leaders work together in better and effective manner. In global market,
communication is the only tools which can help universities to achieve their goals and
objectives. Therefore, in this way, interdepartmental communication help each other for better
outcomes. Another example, if there is proper intercommunication between students and
teachers then they can ask queries related with subject course which can help them for
examinations.
3) Current drivers of globalisation and explanation of how the drivers of globalisation impact
businesses
The globalisation impact business and their operation activities. There are some current
drivers of globalisation which can impact various organisation which are as follows:
Technological Drivers- It is the driver of globalisation which has shaped and set
foundation for modernization. It is essential for them to considered for better outcomes. With rise
in innovation due to technology gives birth to industry. In order to survive in competitive market,
it is very essential for all organisation adopt new technology. As globalisation is taking place in
each sector where these drivers can impact business and their performance (Leithwood and

Hallinger, 2012). If firm does not consider such factors in their organisation, then they have to
face failure which leads to decline in growth and survival. For an example in retail sector when
the needs and demands of consumers rises organisation have to focus on producing products and
services that are more advance in regards to techniques and tools and satisfy wants in better
manner. To expand market they have to adopt globalisation that are milestone of growth and
development of industry as well as organisation.
Political Drivers- With increase in globalisation, laws and regulation changes frequently.
It is very important for business to move their operations and activities with change political
drivers so that goals and objectives can be achieved. This can impact financial institutions as
they have already made plans, policies and procedure for their industry and suddenly there is
change in laws and regulation. This leads to failure of business in competitive market. In order to
overcome from such drivers, they should analyse market and their political condition so that if
changes occur then they can easily adopt it.
Market Drivers- With change in time and rise in globalisation, people are more educated
and they demand for high quality education and course for their career development. In this case,
Bloomsbury Institute need to analyse market drivers first to know about market and conditions
for their business sustainability and growth (Mendenhall and et. al., 2017). Under market drivers,
consumer need and demand changes frequently which should be considered by organisation for
survival. This can impact business if it does not move their business according to market need
and demand. For an example in context of organisations to enlarge business opportunity and
meet the demand of market that they are demanding every product at every to satisfy that want
all kinds of organisation have to move towards globalisation.
Cost Drivers- The prices charges for course and training in university is different from
each other. For example, they are many universities which is charging high fees but does not
provide good placement and jobs which is not good for users. Similarly, some charges low fee
and provide good job opportunity. Therefore, it is very essential to know about consumer and
user requirements and provide accordingly. The cost driver provide opportunity to globalisation
to build economies of scale. This driver can impact respective organisation if it does not analyse
market and their requirement in effective manner which can leads to failure of business. For an
example before the globalisation the price factor vary from place to place to give equality in

context of price organisations aimed to expand their market at global level so that equality
should be maintained in positive manner.
Competitive Drivers- Due to global market, there is high rise of competition among
clothing industry for providing high quality goods and services to consumers. This leads other
organisation to play effective role at international level. With rise in globalisation there is highly
increase in need and demand of people which requires industry to provide more training and
development to meet their need and demand (Steers, Sanchez-Runde and Nardon, 2012). The
impact is that many firms does not cope up with those changes and have to disappear from
market. Therefore, in order to overcome such impact, proper analysis, requirement of users
should be known and provide goods and services accordingly. In olden days also competition is
fierce to beat the major competitors organisations have to planned to going global that helps to
remain always competitive into market place.
4) Compare and contrast the accommodating and controlling styles of leadership and which one
style is most suitable for the modern global organisation and why
Leadership style are considered as behavioural patterns which leader adopt for
influencing behaviour of followers and subordinates. They provide proper direction and motivate
staff for accomplishment of goal and objectives (Waddock and Lozano, 2013). Such styles are
classified on situational or behaviour approach. With rise in global market, it is very essential for
organisation to change their leadership style for effective outcome. If they does not change
according to globalisation then they have to face failure. The transactional and transformational
styles of leadership are as follows:
Transactional Style of Leadership Transformational Style of Leadership
They are those leaders who are self-centred
and believe in self motivation. They follow the
plans and policies of organisation in a
organised way and follow them strictly. They
cannot survive in the organisation where
creativity and ideas follows because they are
leaders who work according to rules and
regulations framed by company. Transactional
They are opposite of of transactional
leadership. They are leaders who think of their
employees, inspire them, help in solving their
issues and motivates them to work harder and
smarter. They believe in creative and new ideas
so that they can achieve productive and better
results which will help them to grow. The
leaders has long term vision as they are more

leaders motivate their employees not for their
benefit but for their self interest to goals of
company. They are more on present scenario
rather than the future prospects. The leader has
a bureaucratic personality as they punish their
employees on their wrong doing instead of
guiding them what is right and wrong.
Transactional leaders has short term vision as
the not concerned about the future situation
and indulge in improving their current
situation. These leaders take advantage of their
position as they think they are the most
powerful in their team and treat their
employees as an object.
focus on future prospects instead of present
situation. They make their employees
comfortable and provide and positive and
familiar environment. The transformational
leaders treat their employees as a family and
through this employees gain trust over their
leader and share their problems which they are
within as well as outside the organisation. The
transformational leaders has energetic
personality and it also train their employees
with new skills and knowledge and provide
them opportunities. They do not limit
themselves within the organisation culture but
also thinks beyond it.
After analysing different style of leadership, it can be said that organisation follow
transformational style. As market is changing frequently, which need to adopt proper style for
achievement of goals and objectives. As every department and divisions has to perform work in
better and effective manner for achievement of goals. This can help them to take better decisions
for assigned activities and work for result achievement. As leaders can guide properly to their
business and employees to perform in more better manner. Therefore, respective organisation
need to adopt such style of leadership in their business and its activities so that best outcome can
be achieved (Youssef and Luthans, 2012).
CONCLUSION
As mentioned report, it can be summarised that there are various functional areas in
educational industry such as academic, registrar, finance and others which work together for
accomplishment of outcomes. There should be an effective communication in management and
leadership so that set outcome can be achieved. Different drivers of globalisation such as cost,
market, competitors, technology and others can impact business and their performance in
competitive market. The comparison of accommodating and controlling style of leadership has

been done and analysed that controlling is most suitable for respective organisation because of
various divisions and department of business.
REFERENCES
Books and Journals
Black, J. S., Morrison, A. J. and Gregersen, H. B., 2013. Global explorers: The next generation
of leaders. Routledge.
Dickson, M. W. and et. al., 2012. Conceptualizing leadership across cultures. Journal of world
business. 47(4). pp.483-492.
Doh, J. P. and Quigley, N. R., 2014. Responsible leadership and stakeholder management:
Influence pathways and organizational outcomes. Academy of Management
Perspectives. 28(3). pp.255-274.
Erez, M. and et. al., 2013. Going global: Developing management students' cultural intelligence
and global identity in culturally diverse virtual teams. Academy of Management
Learning & Education. 12(3) . pp.330-355.
Leithwood, K. A. and Hallinger, P. eds., 2012. Second international handbook of educational
leadership and administration (Vol. 8). Springer Science & Business Media.
Mendenhall, M. E. and et. al., 2017. Global leadership: Research, practice, and development.
Routledge.
Steers, R. M., Sanchez-Runde, C. and Nardon, L., 2012. Leadership in a global context: New
directions in research and theory development. Journal of World Business. 47(4).
pp.479-482.
Waddock, S. and Lozano, J. M., 2013. Developing more holistic management education:
Lessons learned from two programs. Academy of Management Learning & Education.
12(2). pp.265-284.
Youssef, C. M. and Luthans, F., 2012. Positive global leadership. Journal of World Business.
47(4). pp.539-547.
Online
Organisational Structure. 2019. [Online]. Available through: <https://www.bil.ac.uk/quality-
enhancement-manual/the-uk-quality-code-for-higher-education/part-a-academic-
standards/organisational-structure/>.