Leadership, Structure, and Culture at Phoenix Group

This report examines the leadership, organizational structure, and company culture of the Phoenix Group, a UK-based insurance provider. It explores the roles of leadership styles, specifically coaching and transformational leadership, in driving employee performance and customer satisfaction. The report analyzes the impact of hierarchical organizational structure on facilitating transitional changes and fostering innovation. It also delves into the influence of organizational culture, using Schein's model to assess artifacts, values, and basic assumptions within the company. The study further touches upon Tuckman's theory of team development. The report concludes by emphasizing the importance of leadership in driving dynamic growth, the effectiveness of transformational and coaching leadership styles, and the role of a positive organizational culture in supporting the company's goals. The report highlights the importance of transitional change in bringing on new vision oriented scale majorly and also for eolving on new avenues which upgrade measures imperatively for gaining accurate phenomenons.

People in
Organisations

INTRODUCTION
People in organizations play huge role for bringing on dynamic growth and larger scale diversity
at change to evolve on new changes widely for whcih there is varied new range of scope for
bringing on up scaled developed efficacy widely. People in organistion have specific functional
role for keeping up keen growth development aspects, also for harnessing new domains into
untapped efficacy domanins by bringing dynamic leading change. Phoenix group of companies
is one of the largest providers of insurance services in United kingdom, listed on London Stock
Exchange, where it aims to provide customers with best services and also expand digitally. The
report will bring forward role of leadership, structure role and culture within business
fundamentals for bringing on effective transitional change widely. The study further will
research on aspects for building effective teams through motivation and identification of team
development attributes by which success factors can be enhanced widely for dynamic changes,
new scale efficacy paradigms and also raise competencies vividly.
MAIN BODY
Role of leadership in phoenix
Leaders play important role in the growth of an organisation. Leadership refers to a
bunch of abilities, capacities by which it influences others. It involves a clear goal and vision of
an organisation and an individual having leadership qualities help a firm attain its mission and
goal. Leaders guide its team in the right direction, share information, make strategies, and helps
in execution of an idea into reality. Therefore, it plays vital role in the development of a firm and
enhance the level of productivity. In context with The Phoenix Group leadership have ensured
success and development. It has helped the employees working in business to enhance their level
of performance and productivity which today resulted in making it a market leader and serve
customer satisfaction.
Role of leadership is extremely important as they motivate the employees, create a clear
vision, direct path, affect work process and builds and boost employees morale. Also, the level
of productivity depends on the leadership style a leader opt to get its work done. The leaders of
The Phoenix Group opt coaching and transformational leadership style which is as mentioned
below:

Coaching leadership style: This style refers to provide guiding and coaching to
employees in such a way that they can come out with their best potential. Leaders using such
style help individual or a team to emerge with possibilities of bright future. Such leaders believe
that every individual have unique powers in them the need is to identify it(Lee, Hwang and Choi,
2017). A coaching leader provide direction to the employees so that the follower can achieve
their capabilities. Coaching leadership style have benefited Phoenix with a positive work
environment that is directly resulted in employees performance and customer satisfaction. It has
also helped in turning down the rates of the employees because under such leadership style
employees are guided in the best way it also helped them develop their skills. The following
style has arisen the sense of awareness within the leaders and its team. It helped in analysing the
strengths and weakness and provided a direction to overcome such.
Transformational leadership style : It is a style in which leaders motivate, inspire and
encourage the team members and individual to come up with new creative ideas and innovation
which helps in shaping organisational success. Such environment is encouraged with building an
innovative culture, independence at workplace and emphasis open communication, employee
ownership in tasks. It helps in creating a environment of high standards and clear values. It also
helps the firm in accepting change management easily at times (Nguyen, and et.al., 2017). As
this concept focus on new ideas of innovation. Innovation is the term frequently used in modern
times in regard to ensure sustainable growth of a business. Thus, the idea to innovation is
successfully executed under transformational leadership style.
Therefore, both the leadership styles have benefited the leader of The Phoenix Group to sustain
the brand image of a firm. It helped an organization to be more adaptable to change, improved
employees level of performances which resulted in company development and growth.
Role of organisational structure in support to effective transitional change
Organisational structure refers to a system that exhibits how various activities in an
organisation will be carried out. These activities include certain rules, responsibilities and roles
of a business. It directs a path in which an organisation will achieve its goal. It also ensure the
way by which there will be a flow of information into different levels of the organisation. A good
organisational structure leads proper coordination between various activities and work forces. It
minimize the risk of conflicts, communication becomes more efficient and also planning and

execution process works smoothly. It also leads in levelling up the level of creativity and
innovation. There are various organizational structures adopted by a company it clearly depends
on the organisational type like there can be manufacturing organization, service organization etc.
In context with The Phoenix Group of industry it has adopted the hierarchical structure of
organisation (Fitria, Mukhtar and Akbar, 2017).
Hierarchical structure of organization works as a chain from top to the bottom. The
authority of the organisation are at the above level of hierarchy. Decisions are taken by the
authority. But if any lower level of hierarchy wants to take some decision or suggest something
then, the flow of information will travel accordingly from bottom to top. Also, the approval will
be returned eventually. But such structure has a systematic manner of carrying various activities.
The hierarchical structure have benefited the organisation in many ways such as it has
provided freedom of action as its manage the supervision of managers. In a hierarchical structure
there are clear flow of reporting and authority. Also, the roles and responsibilities of employees
is easily acknowledged, the career path and development of an employee is clear headed. Such
organisational structure also helps in carrying out transitional changes because the whole system
of organisation doesn't face sudden change it takes place step by step. Transitional changes are
the changes made in the existing process replacing it with some changes in the process (Joseph
and Gaba, 2020). It includes implementation of new technologies in order to get higher revenue
or it can be changes in products and services like launching new product in the market.
Transitional changes are carried out in a proper systematic manner. It has helped the firm in
implement of innovation and carry out various strategies effectively and easily.
Thus, a proper, systematic and a good organisational structure supports in carrying out
transitional change effectively. Because the planning and plotting of an idea and innovation also
passes through various level of the structure. Then after the execution and implementation is also
executed step by step. Moreover, an organisational structure play a vital role in managing out
task or job. It is an important factor that ensure sustainable growth and development of the firm
and help it carry out transitional changes, strategies in effective manner to attain business goals
and objectives.
Transitional change has large role for bringing on new vision orented scale majorly and also for
eolving on new avenues which upgrade measures imperatively for gaining accurate
phenomenons.Culture plays huge role within companies for briging effective fucntional position

within transitional change aspects, also to raise new keen structural aspects for dynamic
functional changes and also to enhance commitment and motivation scenarios. Phoenix group
company for bringing dynamic functional change growth among innovative business functional
strength shall bring on competent scale efficacy within new vision oriented scale diversity and
also productively enhance vision oriented cultural growth. Scheien model brings forward detail
analysis within chain levels in company performance levels for bringing new scale growth
imperatively into cuture and also to enhance vision oriented scale widely to evolve on new
domains imperatively. Artifacts: The physical artefacts such as physical space, allocation of design and various
other functional scenarios are analysed to be widely crucial for bringing on new scale
evolving aspects on which there is unique committent developed among commercial
revenue growth targets profoundly. Phoenix group of company by focusing on vision
oriented goals widely enables new scale connective efficacy imperatively and also up
scale domain on which employees motivation is positively enhanced. Transitional change
brings on demand for up scale training and motivation among employees within
departments by leaders, raising strategic vision perspectives widely by which overall
structure is developed innovatively (Mazumder, Khaleeli and Das, 2020).
 Value: The value within company culture brings forward new avenues growth and
connective scale developed efficacy on which emotional diversity and respect among
employees, can be reached on. Phoenix group companies needs to identify new vision
oriented scale diversity for keeping up with new scale evolving scenarios, which will
also develop new scale connective diversity among employees. Value also focuses on
ideologies and vision oriented development on new scale physical facilities, through
which leaders are able to dynamically enhance vision widely and also productively
generate new scale keen parameters
 Basic assumptions: The importance of time in group goals play high role in enhancing
vision aspects and also for symbolic development of space around persons, role that
space enables employees to enhance functional scope horizons. Intimacy and privacy
among empoyees pool on cultural growth efficacy imperatively and also harness cultural
development productively which has been found to be one of the essential aspect within
teams to evolve on new quest goals. This also brings forward new scenarios keenly

towards wider domains of enriched scale connective domains which builds motivation
scenarios and also operate larger functional diversity within company work domains
(Piekarczyk, 2020). It will also evolve on new scenarios for keeping up company long
term commitment changes at pace and tares achieved at imperative functional levels.
CONCLUSION
The report has concluded within research that role of leadership has identified to be widely
crucial for bringing on new scale dynamic growth, evolving aspects for new scale effective
transition change. Phoneix group companies by using transformational and coaching leadership
styles will be able to functionally bring on dynamic change within leading aspects at work, train
confidently employees and also productively enhance vision practically on new scale domains.
The report has concluded fuhrer. Schengen model of company culture for evolving on new scale
domains widely and also evolve on varied paradigms imperatively. Study has concluded Tuck
man theory of team development as one of the major aspect for new scale training fundamentals,
to bring on dynamic productive diversity and also keenly vision oriented changes strategically.
Phoenix group of companies shall be able to enhance its competencies competitively and new
scale productive synergies keenly, for evolving on new domains for keenly new efficacy aspects
and also enhanced vision oriented domains connectively. The research has concluded that there
is varied competent demand for new quest horizons training among new employees by which
overall structure can be evolved productively.

REFERENCES
Books and Journals
Fitria, H., Mukhtar, M. and Akbar, M., 2017. The Effect of Organizational Structure And
Leadership Style on Teacher Performance In Private Secondary School. IJHCM
(International Journal of Human Capital Management), 1(02), pp.101-112.
Joseph, J. and Gaba, V., 2020. Organizational structure, information processing, and decision-
making: A retrospective and road map for research. Academy of Management Annals,
14(1), pp.267-302.
Lee, Y.H., Hwang, S. and Choi, Y., 2017. Relationship between coaching leadership style and
young athletes' social responsibility. Social Behavior and Personality: an international
journal, 45(8), pp.1385-1396.
Mazumder, L.K., Khaleeli, M., and Das, A. A., 2020. MODERATION EFFECT OF
ORGANISATION CULTURE BETWEEN HRM PRACTICES AND
ORGANISATION PERFORMANCE IN AUTOMOBILE INDUSTRY. International
Journal of Management (IJM), 11(6).
Nguyen, T.T., and et.al., 2017. Effect of transformational-leadership style and management
control system on managerial performance. Journal of Business Research, 70, pp.202-
213.
Piekarczyk, A., 2020. Organisation Culture From Systems Theory of Organisation Perspective
in the Era of Copernican Revolution. In Recent Advances in the Roles of Cultural and
Personal Values in Organizational Behavior (pp. 1-17). IGI Global.