Leadership and Management in Nissan: A Comprehensive Analysis Report

This report provides a comprehensive analysis of leadership and management practices within the Nissan company. It begins with an overview of Nissan's operational context, highlighting the leadership of Carlos Ghosn and the company's turnaround strategy. The report then delves into various leadership styles observed within Nissan, including transformational, autocratic, democratic, and laissez-faire approaches. It further explores theories of training and development, such as reinforcement theory and experimental learning, alongside theories of talent and performance management, including organizational support theory. The report concludes with recommendations for Nissan's management, emphasizing the importance of developing leadership skills, knowledge of management theories, training techniques, and behavioral analysis to enhance employee performance and organizational success. The report underscores the need for continuous improvement in technical aspects, customer satisfaction, and brand image.

INTRODUCTION TO PEOPLE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
Operational Context.....................................................................................................................3
Theoretical Models......................................................................................................................3
Recommendations-......................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
An organization requires effective management and leadership style which enable in leading
staff and attaining of goals. Also, they need to provide training and development to employees so
that their performance is increased. Moreover, their performance is measured with help of
suitable technique and tools. (Buning, 2020)
in this report it will be explained about 3 areas of Nissan company and theories of
leadership, T&D and talent management. Moreover, recommendations regarding skills and
knowledge of management must possess is also explained.
Leadership and Management of Nissan
Operational Context
Carlos Ghosn is the leader of Nissan who used a turnaround strategy so that they can
convert their losses into profits. The strategy used by him was turned out to be successful and it
is because of the fact that he had gained too much experience by working in different companies
and all of them maintained their operations on a big scale. Leaders of the company began to
interact with their employees so that they can take out the root cause of the problem and after
that they realized the focus was only on improving the process of technical area but it was also
required to reduce the level of cost in the work. For which a plan of revival was made through
which they were able to position themselves in a better way in the market (Wæraas and Dahle,
2019).
It is analysed that in Nissan there are effective leadership and management followed. The
manager and leaders follow various leadership styles. With that they are able to direct team and
attain goals and objectives. Moreover, the management work on concept of MBO. here, they set
goals to enhance performance. They are mutually agreed by employees as well. through this, it
has enabled in high efficiency of firm. Other than this, there are several levels of training and
employees are trained accordingly. Their weak areas are determined by evaluating their
performance. herein, certain standards are set and then outcomes are measured. hence, in this
way worker skills are enhanced. moreover, in talent management and performance, Nissan
follows a specific process. there is a proper procedure follow to hire and recruit staff at right

place. Besides that, their performance is measure in efficient way and rewards are given to them.
In this way staff is retained by company. furthermore, for different roles the process of training
varies. the skills and knowledge is defined and then changes are made into it (Bhebhe, 2017)
Theoretical Models
Transformational Leadership-
This type of leadership changes or forms the style of leadership on the basis of demand of
the situation so that task can be fulfilled in a complete manner. With the help of this strategy
leaders of the company can inspire their employees so that they can align their vision through
which they will be able to assess with the change. This style is implemented by the leader of the
company and the qualities possessed by him match the level of requirement for this strategy.
There was a decision taken by the leaders of the company and that was to reduce the rate of cars
offered by them so that it will be more affordable by the consumers. By this strategy they plan to
meet with the changing needs and patterns of consumers in the market.
Autocratic leadership- Within this leadership leaders are dictators here as they take the decisions
without consulting to any other employees within their firm. As here decision made is rapid and
quick. It is also useful regarding project who have short deadlines as well as those business
where decisions making is very quick. Communication is here single way there is no two way
communication. It also leads to frustrates employees and people depends on the boss for several
decisions (Billsberry, Mueller, and Ferkins, 2018).
Democratic leadership- Here leaders takes advice before taking any decisions for the firm. Here
the responsibly as well as decisions are shared. It is a kind of the useful style of leadership within
business that practices the consistent improvement. It is also related with good working
environment for staff members as people are boosted to share their ideas as well as their own
decisions. Here decision-making is slow as it enables a weak leader to hide between the team's
collective efforts. The environment of the democratic leadership also results within happier work
environment. An employee who is consulted for opinions by the firms for taking decisions feel
motivated as feels like the part of the firm. Here there is also one of the advantage is that
democratic approach has provided opportunities to develop them the abilities of leadership. It is

also fie because if their seniors quit, fired or transfers than they hold the responsibilities very
well
Laissez -faire leadership
As according to the name as leaders are not interfering and at the same times it enables the
employees to do their job in whatever sense they want. Such styles of leadership also works very
well as when the team is very highly motivated as well as capable of delivering several excellent.
Work. Within the correct environment it allows staff members to be self- direct as well as also
require to do their work in best form (Connolly, James, and Fertig, 2019).
Theory of T&D
Theory of development- It also focuses on the leaning behavior as well as also suggests that he
or she repeats such behavior that is attached with such positive end results. According to this
training and development programs must be expected the positive outcomes alongside training
and development programs. Furthermore, according to reinforcement theory it can be argued as
training as well as development program needed suggestion. Various types of the reward within
the form of salary raises, bonuses, promotion as well as training as well as development activities
that can be defined as and positive outcome.
Theory of learning types-It focuses on skills which are rare as it basically focuses on the
intellectual skills. According to Gagne various types of learning types within this theory as well
as each type contain various internal as well as external conditions. Mention below are the five
categories of learning such as verbal information, intellectual skills, motor skills, attitudes,
cognitive strategies, attitudes.
Theory of Experimental learning- Cognitive and experimental types of learning is presented
through C. Rogers, as they require needs and wants of the learner than can be addressed by the
such types of learning. Experience provides a person maturity as well as enhance the power of
learning accompanied by knowledge. Here the personal involvement, leaner is also capable of
Constitution self analytical test that enables him to understand the impact of learning on her or
his attitude (Rosiek-Kryszewska, and Rosiek, 2018)

Theory of Social learning- As per the Albert Bandura direct reinforcement is unable to address
all types of learning. It is also means that training as well as development are organized to
describe to increase skills. As per theory such programs are unable to address all types of
learning as some of social elements are not be taught. Such elements are also learned through
learner from their surroundings. Such types of training is also called observation. Within an
organization surroundings and environment plays a vital role. Here the environment must not be
very professional and in addition to this surrounding must be within a way that workers also
learn from them. Sometimes it is not necessary that after training and development there is
change within behavior. Henceforth, it also explains regarding the mental status that can also
played important role within this process. If a person posses negative mental status then he or she
will never becomes the positive part of the learning process and if forcefully they do so than he
or she never gain some kind of positivity within process. Within such training of firms mental
state of any person can be made positive by providing them benefits and rewards along with such
steps that aids in motivating the workers as well as also assist to build a mental state that is
positive. The firms enables worker to learn something new from environment as well as gives a
surrounding so that they can learn from their peers as they are at managerial post coworkers or
supervisors (Rivera, 2017).
There are several theories of talent management and performance. here, organizational
support theory state to meet socio-emotional needs and to assess the benefits of increased work
effort, employees form a general perception concerning the extent to which the organization
values their contributions and cares about their well being. It increase employees felt obligation
to help the organization attain its objectives. The behavioral outcomes of POS include increases
in performance and decreases in stress and withdrawal behaviors such as absenteeism and
turnover. When the organization gives resources to employees in a voluntary manner rather than
under circumstances beyond their control, employees will view such aid as being genuinely
valued and respected by the organization.
Recommendations-
It was important for Nissan to change their method of work and their procedures so that
they can assess the requirement of changes and find out where they are lacking so that changes
can be made in the area of technical aspect. On the other hand, it is necessary to focus on the area

of providing more satisfaction to customers so that it can be improved and consumers prefer the
offering of the brand. It is important for them that the car designed meets the trends of market
and perception of customers so that they are ready to make a purchase of the brand. This way
they will be able to improve the image of the brand in the market. This is because Nissan is
already suffering through problems which are related to the image of the brand. The positioning
of the brand does not attract the customers which is why it also needs to be changed. If they are
successful in improving the image of the company then they will be able to get assistance from
the government so that they can enter into different markets with their support (Hoffman and
Tadelis, 2018). Moreover, the management work on concept of MBO. here, they set goals to
enhance performance. They are mutually agreed by employees as well. through this, it has
enabled in high efficiency of firm.
It is important for managers to possess relevant skills and knowledge related to areas
defined above. this is because it enables in effective leading and managing of all employees in
Nissan. so, the management needs to follow some recommendation in it. Here, management can
focus on possessing leadership skills. it will be highly useful for them to lead and direct staff in
effective way. Besides that, this skill will enable in managing operations as well as staff in
company Nissan. through it, goals and objectives can be formed. Alongside, management should
possess knowledge on various management theories. they can be applied in different situations.
Along with it, for training and development skills that management should gain is techniques and
ways of providing training. they need to have knowledge about analysing weak areas of staff and
what type of training is required by them. It will be helpful in giving training in new ways to
staff and developing their growth. alongside, management of Nissan needs to analyse behavior of
employees. so, for that they must gain knowledge on theories of behavior and how it is applied.
It will provide insight to manager that what staff behavior reflects. this will be beneficial in
improving their behavior and in professional development. In addition, in context of talent
management and performance management must gain skills about how to measure talent of staff.
Furthermore, they must have knowledge about types of tools required in measuring performance.
It will enable in preparing evaluation plan on what criteria needs to be included in it.

REFERENCES
Books and Journal
Bhebhe, M., 2017. Strategic Management And Leadership Key To Organisational Perfomance:
Findings From Zimbabwe. International Journal of Advanced Research and
Publications, 1(4), p.166.
Billsberry, J., Mueller, J. and Ferkins, L., 2018. Reimagining leadership in sport management:
Lessons from the social construction of leadership. Journal of Sport Management, 32(2),
pp.170-182.
Buning, T., 2020. Sport leadership in the 21st century. Journal of Sport Management, 1(aop),
pp.1-2.
Connolly, M., James, C. and Fertig, M., 2019. The difference between educational management
and educational leadership and the importance of educational responsibility. Educational
Management Administration & Leadership, 47(4), pp.504-519.
Hoffman, M. and Tadelis, S., 2018. People management skills, employee attrition, and manager
rewards: An empirical analysis (No. w24360). National Bureau of Economic Research.
Rivera, A.O., 2017. Shifting from Management to Leadership: A Procurement Model Adaptation
to Project Management (Doctoral dissertation, Arizona State University).
Rosiek-Kryszewska, A. and Rosiek, A., 2018. The Impact of Management and Leadership Roles
in Building Competitive Healthcare Units. In Healthcare Administration for Patient Safety
and Engagement (pp. 13-30). IGI Global.
Wæraas, A. and Dahle, D.Y., 2019. When reputation management is people management:
Implications for employee voice. European Management Journal.