Organisations: Leadership and Management Report and Analysis

This report delves into the core concepts of leadership and management, emphasizing their significance in organizational success. It differentiates between leadership and management, highlighting leadership as the ability to influence and guide individuals towards a common goal, while management focuses on the efficient execution of tasks and processes. The report then analyzes transformational leadership theory, discussing its characteristics, advantages, and potential criticisms, such as the potential for abuse of power and lack of clarity. Finally, it examines a management development program at Waitrose, a leading UK supermarket chain, to illustrate how these concepts are applied in practice, aiming to enhance overall efficiency and gain a competitive edge. The report concludes with a summary of key findings and insights into effective leadership and management strategies.

Organisations: Leadership And
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
The concepts of Management and Leadership and Differences between the two ................3
Discuss and analysis of transformational theory....................................................................6
Analyse a management development program of Waitrose.................................................10
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Leadership and management are two essential part of an organisation without which they
can not survive in the competitive market. Leadership is an ability or potential of a person to
influence individual or group of people to walk towards the path of success. According to
Chester Bernard, it is an ability of a superior person to influence behaviour of group of people to
achieve purpose of existence. According to Harold Koontz, management it is an art of getting
work done from different people in a proper manner so as to attain the maximum productivity
and efficiency (Renz, 2016). Both the approaches are almost similar but have a slight difference
which will be covered in the latter report. For this report, Waitrose has been taken for
consideration. It is one the biggest supermarket chain in the United Kingdom. transformational
theory will be explained with the help of functional examples and work from various authorised
scholars. Management development program of a chosen organisation will be scrutinized so as to
find out the way through which overall efficiency of a company would enhanced to a certain
level resulting in competitive advantage over others.
MAIN BODY
The concepts of Management and Leadership and Differences between the two
Management and Leadership practices are very important for an organisation as well as
for the growth of an individual in the company. Management is considered as the discipline of
conducting the management process for an organisation in a effective and efficient manner. It is
also referred as the skill of managing people and to make them work for a common objective in a
best possible manner (Bolden, 2016).
Leadership can be defined as the quality or skill of an individual which is used as a tool
to influence people to make them follow a required direction to attain the common goal in a
fruitful manner (Goetsch and Davis, 2014). Leadership and management are not one of the same
thing but, leadership can be reasoned as one element of management.
Leadership is defined as the ability that an individual to guide group of person in right
direction so that they can achieve their target. An effective leader is one which align the personal
goal of an individual with organisational goal by directing the operations performed by its
follower toward the accomplishment of their targets. It is considered as the skill which an
individual consists to influence the people and directs them to achieve the set objective in a

proper manner and will lead the organisation to be consistent in the market. To be good leaders
the process is never ending which contains education, various trainings and development
programmes. It essentially comes with a great vision for the organisation and a leader is required
to think beyond the boundaries for the betterment and growth in the market. An organisation
consists of many leaders who are responsible for the work of their team members (McCaffery,
2018). A business environment does not consists of leadership only in an individual but the
organisation can also have leadership abilities in terms their products, brand image, market
share, etc. which can overpower the competitors in the market. Leadership is not a easy task. It
requires an individual to be effective and composed to handle a group of people and it is
essential for a leader to possess some skills like problem solving, a leaders needs to be
responsive not reactive. Good Leadership decisions involves the team members considerations
which also leads the smooth functioning of tasks and the chances for the success of leader also
increases.
As per the view point of Hsin-Yi Cohen 2017, the employees within an organisation
require need leadership for showing the direction to them, motivate workers and inspire them to
perform operations in particular direction . In addition to this it also help in controlling or
discouraging the actions that may damage the business as a whole and redirecting the work
within the right direction so that objectives can be achieve effectively.
According to the view presented by Satyendra, 2015, Leadership is consider as one of the
most essential factor that help in making an organisation successful as it is an art of influencing
people to perform task assigned much efficiently and effectively. Leadership help in meeting
three challenge such as sharing vision with employees, concerting vision into specific
performance outcome, direction to achieve objective.
The concept of management can not be constant as it depends on the time and the
situation an organisation faces as per the demand of the market. Management concept can be
termed as universal because it can be applicable in any form organisations whether be social,
business, religious, etc. Management is basically considered as the principal which involves the
task of planning, executing and controlling the efforts of other individuals which are made to
achieve a common objective (Bush, Bell and Middlewood, 2019). It involves getting tasks
accomplished by managing the activities of the persons by organizing them in proper formal
groups. The concept of management consists of a quality to create an environment in the

organisation where people work to attain individual as well organisation growth by attaining the
desired goals. Management also helps in increasing the productivity of the unit with various
functional activities in the production process. Management is defined as the quality of ruling in
the organisation (Herman,2016). Management can be explained as the combination of four terms
which are man+age+men+t(technique). Management is not only limited to manage the
individuals but it is also concerned with 5m to be balanced properly which are men, material,
money, methods and machine (Pardey, 2016).
Leadership is considered as the important function of management as it is one of the main
function in the 5 major functions of management which are planning, organizing, staffing,
leading, and control. The concept of management and leadership are similar in ways that they
both deal with human interactions in the organisation.
The difference between management and leadership is often difficult to distinguish
because people use both the skills as a combination in the organisation to achieve the goals
successfully. However there are narrow points on which we can distinguish between these two
and they are as follows:
Leadership can be defined as the virtue of leading people in an organisation by
encouraging them to work for the common objective. Whereas, management is described as a
process which is formulated to manage the activities of an organisation as a whole in a effective
manner (Higgs and Dulewicz, 2016).
Leadership can only be called successful when people in organisation places trust in their
leader and follows the instruction in a proper direction. In case of management, it requires the
control of its manager over the subordinates in the organisation.
Leadership is considered as the skill or quality an individual possess to influence the
other people to follow the task in a desired manner. On the other hand, management is
considered as the quality of ruling (Bolden,2016).
Leadership demands a leader to have a wide vision for the organisation and should
possess the quality of thinking new ideas beyond the boundaries for the betterment of the group.
But, management has a short range of vision required to accelerate the managerial functions in
an organisation.
In leadership, the principles and guidelines are well constituted for the appropriate
functioning of the work in the organisation. Whereas, in management the required policies and

guidelines are implemented according to the requirement of the time and the situation occurred
in the organisation.
Leadership is defined as proactive in nature as it involves creating or controlling a
situation occurred in the organisation rather just responding to it after it has occurred. Whereas,
management is considered to be reactive in nature as it responds to the situation after its
occurrence (Tobin,2014).
Leadership is used to bring an effective change in the organisation with the required
activities it need to perform to attain the desired objective or the set goal. Whereas, management
brings stability in the organisation (Macdonald, Burke and Stewart, 2017).
Management can be said that it is all about the arrangements and containing 5m in the
organisation and leadership is about persuading the people of an organisation in a enthusiastic
and positive direction for accomplishing the task in a desired manner to achieve the
organisational goals and objectives.
Discuss and analysis of transformational theory
Leadership is a special quality of an individual which helps in influencing other
employees to make them work for a common objective. It is also considered as a vital attribute
for the organisation because it leads it towards the attainment of success in the market.
Leadership consists of various theories but this report will explain the transformational
leadership theory. In transformational leadership, the leader is required to possess a great
vision and full commitment towards the success of the organisation and should be capable
enough to motivate the employees to attain the desired objective so as to increase their working
productivity (Edwards and et. al., 2015).
The qualities a transformational leader should possess must be visionary, daring,
inspiring and a thoughtful thinker as this theory is used at all the levels of the organisation. The
leader has a charismatic appeal in this form of leadership style. This style of leadership is
considered as the process in which the leader and the followers helps each other in growing
towards a great level of motivation. The transformational leader's main focus is concerned with
restructuring the organisation by advancing the organisation conditions and the business
activities conducted in a very organised and effective manner. Definite evaluator observes the
transformational leadership theory as prejudiced and dominating and a form whether it is
directive or participative (Eacott, 2015). This leadership style is defined as the process which

bring changes in the organisation process related to nature, functions, structure. The leadership
theory also evaluates the performance of organisation and creates valuable and positive changes
accordingly in the members of the organisation. It basically reacts in modifying the
conceptualisation and values, it also changes the expectations and aim of the employees in the
organisation.
This leadership style is considered as one of the best theory but it also has some criticism
related to its various factors like complicated activities, personality, clarity, etc. It is assumed that
the transformational leadership consists high probability regarding the abuse of power. This
directly relates to the morality aspect of leadership as the team members are influenced by the
leaders and it is very simple for the leaders to direct them in any desired manner they want to. It
can also be said that transformational leadership is concerned with developing a personality trait
in the individual. This leadership style is also considered as discriminatory and autocratic in
nature and it is also assumed that there is a lack of conceptual clarity.
The transformational leadership covers a wide variety of elements in the process which
are inspiration, motivation, building trust among the employees eventually it leads to create
confusion in regard of the concept in comparison to the other leadership models. The
transformational leadership theory state that a leader must work with coordination along with its
employees in order to determine the issues that they are facing within management. In addition
to this a leader must also try to determine the requirement of employees regarding the change in
working proceed and creating a vision which help in accomplishment of personal goals of
employees along with organisational goals. The main assumption behinf tshi approach is to
develop a confidence and team dynamics among employees by suggesting a leader to work along
with its employees which support in boosting up their confidence and motivation within work.
Transformational leaders will motivate the followers to be advanced in problem resolution and
create follower’s leadership qualities by coaching, mentoring and providing both challenge and
support at time to time for the betterment of the employees (Mohelska and Sokolova, 2015).
Transformational leadership should exhibit four factors which are described as follows-
Inspirational Motivation- The foundation on which this leadership theory is based is related to
the promotion of proper vision and a appropriate set of values to the employees in the
organisation. All these create a sense of motivation among the employees and this instructs the
employees to follow a certain path in order to attain the organisational objectives. Intellectual

stimulation helps in encouraging the employees to be more innovative and creative. The leaders
gathers new ideas form the team members to motivate them and also take care of not criticizing
their ideas in front of everyone as it will lead to discourage them. Idealized influence leaders
believes that a leader can only influence the members when the leader himself follows the traits
what is required to be followed by the team members. The described leadership theory believes
in placing the need of their follower over their own and sacrifice the personal gains to attain the
common goal for the organisation (Munro, 2017).
In Individualized consideration lleaders are considered as mentors and they act also
accordingly to their members and give them benefits for their creativity and innovation thoughts
for the organisation.
To evaluate the transformational leadership skills in the retail sector, a case study is constructed
on Waitrose.
The retail leaders of waitrose will be on advantage in using the transformational
leadership style in comparison to the others as it is most convenient at the time in organisation
when there is chance of substantial change is needed to occur in the market due to the increase in
competition. Transformational leaders in the retail sector like Waitrose should recognize the
requirements of the customers in the market and are required to construct a clear vision for the
essential changes in the organisation. Transformational theory will help the leaders of waitrose to
analyse the performances of the employees of the organisation and how they are handling the
demands of the customers and the needs of the market. This leadership style helps the leader to
maintain the proactive nature inside the company and will encourage employees to generate new
ideas according to the requirement of the market and the problems they are facing with the recent
strategies. The leadership theory will have a positive impact on the working unit of waitrose as it
will develop the advanced characteristics in the management and will improve the working
environment of the organisation (Gold and Thorpe, 2016). The transformational leaders in the
organisation are considered as the effective and satisfying leaders in comparison of the other
leadership style as it helps the employees to grow and to crystallise their roles and gives them
chances to implement the ideas what they have learned through the process. Transformational
leadership style will help the company to grow with all the changes made in a positive and
effective manner.

Transformational leadership is different from transactional leadership as in
transformational leaders are one which work along with subordinate in order to provide them
better guidance by getting involve in work performed by employees. On the other hand
transaction leadership style state that a leader must rewards or punish its employees over the
performance of work without getting involve in their practices. As these practices help in
motivative others work effectively. On the other side transformational leadership is also differ
from charismatic leadership style as in this leaders have their own vision and willing to take
personal risk as they are more sensitive toward the follower's need. But on the other side
transformational leader are one who coordinate with their followers by working together but
work over the vision of organisation.
Waitrose will be benefited by this leadership theory as it will encourage the followers to
become leaders and it will lead the organisation with employees featuring the qualities of
leaders and will increase the productivity of the organisation by examining their work itself.
When compared with the other leadership styles like autocratic, transformational leadership style
addresses the need of an individual, while the other leadership theories addresses the structure
process of the organisation and the working is more often reasoned to take place in a market
where it is monopoly in nature. The judgement made are preoccupied only with the leader,
success and failure comes in an equal amount. While transformational leadership style provide
effectual team work, the leader motivates the team members and render creative feedback for the
work (Burnes, Hughes and By, 2018). The important feature is that, action is expected from the
follower too thus creating a two way communication. In the current world, transformational
leadership is highly recognised and practised by executives in modern organisation. The current
business scenario is influenced by insecurity, global commotion and organisational volatility, for
which transformational leadership would be a better solution to deal these factors efficiently.

Analyse a management development program of Waitrose
According to the main website of John lewis partnership(JLP), which is a parent
company of Waitrose, main aim is to make the employees highly potential so that they can solve
any obstacle at any level by maintaining sustainable business performance. To accomplish this,
Waitrose have designed their management development program strictly and flexibly so that
employees productivity and efficiency would be increased by inculcating specific skills and
competencies. Apart from this, this program is specifically designed for leaders because it would
help them to shape their careers and learn behaviours of different types of individual so that it
would be easier for leader to manage them with full efficiency (Erasmus, Strydom and
Rudansky-Kloppers, 2016).
JLP has made the program by considering various aspects like different training
opportunities, informational resources, etc. which could help managers and leaders to enhance
their potential of working and make the customer experience engagement favourable. Besides
this, proper feedback is given to individual so that they can remove their bad or unproductive
behaviour and becomes more efficient in nature (Training and development, 2019). Waitrose &
partners always try to motivate their employees by using various rules and regulations like they
only recruit or train those employees who are already enrolled with their companies, before
bringing change they mostly inform and take opinions of employees so that their employees will
get motivated etc.
Management development program is stated below,
In the first step, base of the program is based on the basis of needs and demands of
employees and situations Waitrose is facing in the market. For instance, if Waitrose is facing
reduction in customer retention then company must provide training to its employees working
under marketing department which in turn help in improving the way in which customers are
interacted by company. This in turn help in influencing the choice of customer regarding the
company's product or services. Addition to that, if Waitrose needs employees who can lead the
team then specific training will be design for developing leadership skills among them. For
generating leadership skill tasks will be assigned to employees and opportunity to lead team will
be assign them under the guidance of manager to test their capability to handle situations.
(Black, 2015).

After this, in second step, training need of the program will be made. To reduce the extra
effort, Waitrose first decide the aim of training and then collect the resources accordingly. For
instance, company will first find out the vacant positions which needs to be filled in Waitrose
and then find out different types of skills and capabilities which is essential for company to
equipped with (Two and a Half Years on the Waitrose Leadership Scheme – My Reflections,
2019). The HR manager of Waitrose firstly identify the requirement of employees in operations
as well as marketing department and then recruit employees with required skills and capability of
dealing with issues present in operational and marketing process. For recruiting right candidate
reference recruitment will be performed to get reliable nad trustworth persons at job which work
effectively.
Third step would be designing of management development program so to proper
utilisation of resources would be achieved. Like what type of training is required by individual,
different resources which is helpful for understanding the new skills and competencies, how
much time will it take to complete the training, on the job or off the job training etc. For instance,
if Waitrose is providing training to individual for business analytics manager then they should
concentrate on skills like communication skills, big data management with the help of SAS
software, knowledge of Microsoft excel, word, visio, UML modelling tools with the help of Star
UML software etc. To complete this, proper training should be given to them so that proper
working knowledge of business analytics would be inculcate to the individual. For this Waitrose
must hire trainer from outside in order to develop skills and understanding regarding the current
scenario of these skills. After this on the job training will be provided by leaders so that
employees become able to practically apply the skills which they have learned (Aladwan,
Bhanugopan and D'Netto, 2015).
At last, after making of whole development program, Waitrose will analyse and monitor
the program. Main task is to find the credibility and authenticity of program so that it would be
implement on the real scenario. For instance, if employees are happy with the training provide
and become able to learn skills like operating of SaS software, UML modelling,
communicational skills for effective marketing practices. Then company must continue with it,
otherwise it is require to modify training program practices for getting positive results in order to
make maximum utilisation of resources. Sample of Management development program given by
Waitrose to their employees is is explained below,

Basis Required
competencies
How it would be
achieved
Time taken for
completion of
training
SAS software Knowledge of
languages like HTML,
SPSS, Pyhthon or R
language.
Proper coaching would
be given which
includes on the job and
off the job training.
After getting books
knowledge, person
have to work in the
Waitrose analytics
teams so that real life
experience of job
would be achieved.
90 days
Communication
skills
Expertise in English
language is required.
Knowledge of
language other than
English would be
helpful.
Specific coaching
regarding
communication skills
will not be given,
trainer and senior
would regularly
contact individual.
30 days
UML modelling Proper and deep
knowledge of Unified
modelling language
techniques, model,
approaches is must.
Classes will be given
by the tutor while
solving case study so
that some insights of
real work will be
inculcate to individual.
Besides this, person
have to work with the
tech team for 45 days
60 days

because live
experience is requires
to get mastery over
UML.
Block chain
technology
Knowledge of block
chain, solidity, Java
script, golang, NodeJS
etc.
Experts of block chain
technology will give
training to the
employees so that
proper understanding
of the concept would
be attain. After that, in
hand experience is
given to the employees
as it would help them
to apply the learning
knowledge.
120 days
Basis means, required capabilities which a person should have if they want to become the
business analytics manager in Waitrose as without this person wont be able to perform with their
full potential which is a negative sign for company's future growth. Required competencies states
that various skills which a individual must possess or equipped with to enhance their capabilities.
Waitrose will provide on the job, off the job training, apprenticeship, classroom training, case
study solving etc because if individual does not have enough knowledge after spending money
on training then it assigned as a loss for company. At last ample of time is given by the Waitrose
to their employees so that they can become the expertise in their field and help Waitrose to attain
their mission and vision (Sethibe and Steyn, 2015).
To maintain the credibility of programmes, Waitrose try to make the program according
to the level which person is going to. Middle level management employees will get different
development plan and higher level management will get another. Different types of program in
Waitrose is explained below,

For young leaders, Waitrose focuses on self assessment of employees so that they can
improve their performance, then various functional assignment is given to the employees so that
their potential towards work will enhanced. Regular mentoring by senior leaders and coaching by
experts will be provided by Waitrose to their employees so that company's performance wont be
affected by the external environment.
Middle level manger are the one who will get promotion to become the senior or top
management of Waitrose. Exposure will be provided to the employees who has prior experience
in their field so that they will get used to it by the work they have to do in the future. More
responsibility will be assigned to the person by giving mentorship, it would assists them to
identify their potential of becoming the leader. Coaching would be provided to the employees by
Waitrose through mentoring of senior managers.
Company will train their senior level managers or leaders to attain their pre set goals of
succession planning. Individual coaching by consultant will be given so that employee would be
aware about the working knowledge of position. Approaches like 360 degree assessments will
done by the Waitrose to find out the leadership quality of employees. So it can be said that,
Waitrose should regularly analyse and monitor the qualities of employees working in there and
try to give training regularly as then only their productivity would be maintained and assist
Waitrose to attain competitive advantage over others.

CONCLUSION
From the above report, it can be concluded that leaders plays an important role in the
organisation to attain sustainable business performance. Leaders can only perform with their
highest potential if the relationship between their followers is favourable in nature. Besides this,
they should continuously motivate and encourage their followers by clearing their obstacles so
that employees can assist company to increase their performance as compare to their competitors
and this can only be attain if leader is using transformational leadership style. On the other hand,
managers work is to utilise the resources available in the company so that maximum utilisation
of resources would be attain. Main goal of management is to utilise their resources which
includes workforce, machinery, land, funds etc. to its fullest so that company can acquire market
leader position in the market. Development program will help company to identify various
techniques and skills which is necessary for company to be equipped with and then provide
training accordingly. It assist company to surpass their past performance and achieve highest
pinnacle in the market.

REFERENCES
Books and Journals
Aladwan, K., Bhanugopan, R. and D'Netto, B., 2015. The effects of human resource
management practices on employees’ organisational commitment. International journal
of organizational Analysis.23(3). pp.472-492.
Black, S.A., 2015. Qualities of effective leadership in higher education. Open Journal of
Leadership.4(02). p.54.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Burnes, B., Hughes, M. and By, R.T., 2018. Reimagining organisational change leadership.
Leadership.14(2). pp.141-158.
Bush, T., Bell, L. and Middlewood, D. eds., 2019. Principles of Educational Leadership &
Management. SAGE Publications Limited.
Eacott, S., 2015. Educational leadership relationally: A theory and methodology for educational
leadership, management and administration. Springer.
Edwards and et. al., 2015. Exploring power assumptions in the leadership and management
debate. Leadership & Organization Development Journal.36(3). pp.328-343.
Erasmus, B., Strydom, J.W. and Rudansky-Kloppers, S. eds., 2016. Introduction to business
management. Oxford University Press Southern Africa.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Gold, J. and Thorpe, R., 2016. Leadership and management development: the current state. In
Gower handbook of leadership and management development (pp. 29-48). Routledge.
Herman, R.D., 2016. Executive leadership. The Jossey‐Bass handbook of nonprofit leadership
and management, pp.167-187.
Higgs, M. and Dulewicz, V., 2016. Developments in leadership thinking. In Leading with
Emotional Intelligence (pp. 75-103). Palgrave Macmillan, Cham.
Macdonald, I., Burke, C. and Stewart, K., 2017. Systems leadership: Creating positive
organisations. Routledge.
McCaffery, P., 2018. The higher education manager's handbook: effective leadership and
management in universities and colleges. Routledge.
Mohelska, H. and Sokolova, M., 2015. Organisational culture and leadership–joint vessels?.
Procedia-Social and Behavioral Sciences.171. pp.1011-1016.
Munro, A., 2017. Practical Succession Management: How to Future-proof Your Organisation.
Routledge.
Pardey, D., 2016. Introducing leadership. Routledge.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Sethibe, T. and Steyn, R., 2015. The relationship between leadership styles, innovation and
organisational performance: A systematic review. South African Journal of Economic
and Management Sciences.18(3). pp.325-337.
Tobin, J., 2014. Management and Leadership Issues for School Building Leaders. International
Journal of Educational Leadership Preparation, 9(1), p.n1.

Online
Training and development. 2019. [Online] Available Through:
<https://www.johnlewispartnership.co.uk/work/training-and-development.html>./
Two and a Half Years on the Waitrose Leadership Scheme – My Reflections. 2019. [Online]
Available Through: <https://www.jlpjobs.com/two-half-years-waitrose-leadership-
scheme-reflections/>./
Cohen. H. 2017. Benefits of Leadership. [Online] Available
Through:<http://www.leadershipexpert.co.uk/benefits-leadership.html>./
Satyendra. 2015. IMPORTANCE OF LEADERSHIP FOR ORGANIZATIONAL
EXCELLENCE. [Online] available through: <http://ispatguru.com/importance-of-
leadership-for-organizational-excellence/>./