Leadership Style and Management: An Analysis of Structures

This report delves into leadership styles and their application within organizational structures, particularly focusing on the divisional or multidivisional model prevalent in large companies. It highlights the importance of adapting to changes, fostering specialized teams, and establishing clear accountability. The report emphasizes key factors for leading teams at various levels, including creating a safe environment, strategic focus, team interaction, and monitoring progress. It explores methods for empowering teams, such as encouraging new ideas, recognizing contributions, and promoting a positive work environment. The report also touches upon the significance of employee authority and decision-making to enhance team effectiveness and achieve organizational goals, supported by references to relevant academic literature.

Running head: LEADERSHIP STYLE AND MANAGEMENT
LEADERSHIP STYLE AND MANAGEMENT
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Organizational Structure in the Organization
The organizational structure which is found in the organization or most of the large
companies in the world is the divisional or multidivisional organizational structure where the
leadership team is is fully based on the products, projects and other products with which they
operate. A multidivisional organizational structure in a company helps it to adapt the changes
with the immediate actions (Döhler, 2017). It also allows the workers to focus I the necessary
areas of business which makes the team to achieve high specialized and specific goals in the
company. The company is known to have a president at the top most position and other levels of
top managers who handles various other departments functioning to achieve the common goal.
The characteristics of this type of multidivisional structure are that the accounting team get
proper determination and clear routes of accountability and responsibilities. The other
departments of the organization alo create cooperation among the other team members without
creating competition within them. The leaders help the employees to develop various types of
skills in their own area of expertise (Ashkenas, Jick & Kerr 2015).
Independent teams are vital to the success of the organization as because a proper
cooperation among the team will be helping the members to better understand the dynamics of
the work (Ahmady, Mehrpour & Nikooravesh 2016). It also helps in developing a proper
communication among the teams and makes them work toward the achievement of the business
goals. It increases the work flow speed which boost the capacity and flow of work in the
organization.
Few of the important factors which are necessary in leading various team at different level
of the organization are :

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 Creating an environment of leadership where each and every team should have a
supervisor. They should have an attitude of working with the reality and make the
members work properly to achieve the group goals (Joseph & Wilson 2016).
 Making the team feel safe with the working environment. The working environment
should be safe, the employees should not have to work under pressure, they should be
able to communicate freely and effectively throughout. When the team feels safe they we
be able to do everything in their power to execute their responsibilities (Fernandez &
Rainey 2017).
 Actively managing through adaptive change si another most important factor t mange the
team under various positions (Salas and Thayer, 2018).
The factors which should be kept in mind when managing a team at an executive level are :
 Strategic focus – The leader should establish a vision mission plan to achieve the goals of
the company. The leaders take into notice the risk and innovation which should be
implemented. The leader should anticipate the future needs and opportunities which will
ensure the sustainability of the organization in the near future.
 Team interaction will help in valuing the differences among the team members of the
company. It will help them in communicating effectively. Therefore it will help in
gaining trust and respect for each of the team members.
Aspects are essential in identifying appropriate members for teams and ensuring the teams
are successfully launched
 Recognizing the team work and power of the team where the members of the team will
be judged according to the daily goals they are achieving.

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 Choosing the right people for the right task will help incorporate the employees bring in a
varied experience and perspective to the project of the company.
 Monitoring the progress update is very necessary in judging the members the team at
various level is another most important factor. This helps in identifying the obstacles
faced by the member at all levels (Perlmutter 2017).
Factors are important to ongoing team dynamics
 Open communication
 Empowerment of the members
 Clearing the roles and responsibilities of the workers.
 A reward for both the individual and the entire team where they are working.
Empower your teams through compassion to honor diversity and support equality for all
members as they work toward a common goal
In order to empower the team I have decided to make the team open to new ideas. Often when
the members or the employee come forward to new ideas they grab through them in order to
achieve the group goals and make a way forward in the organization. The manager should be
able to develop good ideas if they lack various types of knowledge, expertise or skills.
Developing proper team members in the organization helps the employees in making them feel
that they are valued in the organization. The main aim of the team member is to respect and
support the team members when necessary (Cohen, Burton & Beckman 2016). When the
manager is putting extra effort and building effective ways in communicating in both ways helps
the employees to generate greater empowerment. Recognition, encouragement and providing the
employees with rewards helps them realize that they are very important in the organization.

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Positive work environment should be promoted in the organization which will make them feel
that the members are valued, respected. If the working environment is positive there will be less
number of problems in the organization. There will be fewer amounts of conflicts and crisis.
Therefore the top management department should bring in positive working environment and
positive attitude and working culture to promote the work of the employees. The team members
should also enjoy the right to authority. The team members should have the authority to make
various kinds of decision so that they will be feeling more empowered. However it should be
kept in mind that the leaders should make it clear to the employees that they should have a sound
skill and knowledge in undertaking various types of decisions (Shafritz, Ott & Jang 2015).

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References
Ahmady, G. A., Mehrpour, M., & Nikooravesh, A. (2016). Organizational structure. Procedia-
Social and Behavioral Sciences, 230, 455-462.
Ashkenas, R., Ulrich, D., Jick, T., & Kerr, S. (2015). The Boundaryless Organization.: Breaking
the Chains of Organizational Structure. John Wiley & Sons.
Döhler, M. (2017). The Bias of Structures: How Multidivisional Organizations Work in the
Public Sector. Public Organization Review, 17(1), 83-100.
Ferguson, A. J., Cohen, L. E., Burton, M. D., & Beckman, C. M. (2016). Misfit and milestones:
Structural elaboration and capability reinforcement in the evolution of entrepreneurial top
management teams. Academy of Management Journal, 59(4), 1430-1450.
Fernandez, S., & Rainey, H. G. (2017). Managing successful organizational change in the public
sector. In Debating Public Administration (pp. 7-26). Routledge.
Hill, T. (2017). Manufacturing strategy: the strategic management of the manufacturing
function. Macmillan International Higher Education.
Hugos, M. H. (2018). Essentials of supply chain management. John Wiley & Sons.
Joseph, J., & Wilson, A. J. (2016). Organizational Structure and Innovation in the
Multidivisional Firm. In Academy of Management Proceedings (Vol. 2016, No. 1, p.
13273). Briarcliff Manor, NY 10510: Academy of Management.

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Perlmutter, H. V. (2017). The tortuous evolution of the multinational corporation. In
International Business (pp. 117-126). Routledge.
Perlmutter, H. V. (2017). The tortuous evolution of the multinational corporation. In
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Salas, E., Shuffler, M. L., Thayer, A. L., Bedwell, W. L., & Lazzara, E. H. (2015).
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Shafritz, J. M., Ott, J. S., & Jang, Y. S. (2015). Classics of organization theory. Cengage
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Sommer, S. A., Howell, J. M., & Hadley, C. N. (2016). Keeping positive and building strength:
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