Analysis of Leadership and Management Practices at Deloitte

This report provides a comprehensive analysis of Deloitte's leadership and management practices. It examines the impact of leadership on creating a motivated workforce by focusing on compensation, training, and employee retention strategies. The report further explores how Deloitte's leadership promotes ethics and organizational effectiveness through its Global Principles of Business Conduct and ethical decision-making processes. Additionally, it assesses the role of leadership in achieving the company's vision and mission by analyzing employee engagement activities and cultural diversity management. The study also evaluates Deloitte's approach to change management, highlighting both its strengths in communicating change and its limitations in employee involvement. Overall, the report underscores the significance of leadership in fostering a successful and sustainable business environment within Deloitte, emphasizing the importance of ethical practices, employee engagement, and effective change management.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction:...............................................................................................................................3
Organizational Overview:..........................................................................................................4
Impact of the Leadership in creating a motivated workforce:...................................................5
Impact of the Leadership in promoting ethics and organizational effectiveness:......................6
Impact of leadership in achieving vision and mission of the company:....................................7
Impact of leadership on change management:...........................................................................8
Conclusion:................................................................................................................................9
References:...............................................................................................................................10

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Introduction:
The efficient management of the organizations is observed to be associated with
higher level of importance in the modern world of business. The mainstream business entities
are seen to be reliant on the efficient management of the internal and external business
operations for achieving the desired sustainability in their business activities. According to
the esteemed opinion of Shin et al. (2015), the appropriate management of the business
actions of the companies with a precise look at the possibility of achieving higher growth, is
seen to be dependent on the leadership that the managerial position holders of the company
provide. In addition to this, Edwards et al. (2015) mentioned that the leaders have a
substantial role in enhancing the culture of their organizations. The development of a flexible
and productive corporate culture is important for the success of the modern business entities
as that ensures the higher degree of responsiveness of the stakeholders in managing any sort
of productive changes in the companies.
The study is based on the evaluation of the leadership and management of one such
company named as Deloitte where it assesses the contribution of the leadership in ensuring
efficient management of the changes inside the organization. The study analyses the impact
of the leadership of the mentioned organization on ensuring a motivated workforce and in
building an effective team. Apart from this, the study assesses the contribution of the
leadership team of the company on effective incorporation of the business ethics in the
business actions of the company. The study also highlights the role of the business leaders of
the company in the effective management of the change inside the organization. Other than
this, the study evaluates the behaviour of managerial position holders in influencing the
employees towards the successful achievement of their vision and mission.

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Organizational Overview:
The selected organization for the evaluation is Deloitte. The organization is a United
Kingdom based multinational professional service network. The organization is recognized as
one of the “Big Four” accounting companies operating across the globe
(Accountingverse.com. 2020). The business entity was established in the year 1845 and is
able to conduct successful business over a time span of nearly 170 years (Deloitte.com 2020).
The organization was established by a British accountant named as William Welch Deloitte
in London, England (Deloitte.com 2020). The company is currently headquartered in London
of UK. The company has achieved the expertise of serving customers across the globe and
that is evident with the presence of it in various parts of the world. In addition this, a closer
look at the executive leadership team of the company reflects the presence of the passionate
leaders such as the Anthony Viel, the Chief Executive Officer, Linda Blair, the Managing
Partner, Ontario, and Chief Experience Officer, Tim Christmann, the Chief Strategy and
Innovation Officer, Iseo Pasquali, the Chief Business and Financial Officer, Marc Perron,
Chief Client Officer and Van Zorbas, the Chief Culture and People Officer of the company
(Deloitte.com 2020).
Apart from this, the success of the company is seen to be primarily reliant on the
excellence of the executive team of the company which includes Shelby Austin, the
Managing Partner, Omnia AI and Growth Investments, Mark Jamrozinski, the Managing
Partner, Financial Advisory, Sébastien Blais, the Managing Partner, Consulting, Poonam
Singh, the Managing Partner, Risk Advisory, Étienne Bruson, the Managing Partner, British
Columbia, Geneviève Provost, the Managing Partner, Quebec and the National Capital
Region, Philippe Bélair, the Managing Partner, Tax & Legal, Chris Lee, Managing Partner,
Prairies, Shannon Lundquist, the Chief of Staff to the Chief Executive Officer, Ricardo
Briggs, the Managing Partner, Chile, Sheri Penner, Managing Partner, Atlantic, Richard

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Olfert, the Managing Partner, Regulatory, Quality, Risk & Reputation, Nathalie Tessier, the
Managing Partner, Audit and Assurance and Mathew Harris, Managing Partner, Deloitte
Private (Deloitte.com 2020).
Other than this, the organization is seen to provide a range of services to their
customers which includes the commercial audit services, tax management services,
management consulting, financial advisory services, risk advisory services along with the
legal support services. Apart from this, the company is seen to employ approximately 312000
numbers of employees in the year 2019 (Deloitte.com 2020). As a result of the visionary
leadership from the part of the executive teams of the organization and the service excellence
of their employees, the company is able to generate a sum of 46.2 billion US dollars in the
year 2019 (Deloitte.com 2020).
Impact of the Leadership in creating a motivated workforce:
According to the comments of Khuong and Hoang (2015), the success of the modern
managers in motivating their employees is seen to be dependent on their ability in meeting
the basic needs of their employees in a professional manner. Fiaz, Su and Saqib (2017) stated
that the capability of the companies in compensating their employees as per the industry
standards holds a high degree of success in motivating their employees. With a detailed focus
on the remuneration characteristics of the organization, it is understandable that the executive
team of the company is able to put strong emphasis on ensuring the fact that the employees
are provided a stable remuneration package which has the potential to meet the basic and
safety needs of the employees. Other than this, the members of the executive team of the
company are focused in professional identification of the training and developmental needs of
their employees to ensure that they continuously provide them the scope to enhance their
skills and expertise level for delivering top quality services to their customers.

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Apart from this, Lawler (2017) claimed that there are several organizations that are
facing the heat of the inappropriate talent management in today’s world of business.
However, the excellence of the members belonging to the executive leadership team of the
company is pretty significant in managing the employee retention in a professional manner.
The members of the executive leadership team of the company came with the idea of the
personalized models of employment for attracting the talented employees and for managing
the unique needs of the employees which places them in a better position in retaining the
talented employees inside their organization (Deloitte.com 2020). As a result, it enhances the
sustainability associated with the business activities of the company.
Impact of the Leadership in promoting ethics and organizational
effectiveness:
The incorporation of the ethics in the business activities of Deloitte is pretty unique in
nature. The ethical behaviour and ethical management of the business activities from the part
of the employees is seen to be the fundamental responsibility of the Deloitte professionals
and is recognized as non- negotiable. The Global Chief Ethics Officer of the organization
with the help of the global ethics team of the organization is able to strengthen the company’s
ability in developing a culture of integrity (Deloitte.com 2020). At the same time, the team
played a crucial role in executing the ethics program of the organization. The success of the
program in the business activities of the organization is pretty prominent. The employees of
the organization are observed to conduct their operational activities in ethical manner which
enables the company to avoid any sort of reputational damage. Along with that, the urge of
the senior management of the company in ensuring the ethical decision making is of great
significance in maintaining a transparent corporate image of the company. The employees of
the organization are required to comply with the Global Principles of Business Conduct

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framed by the higher authority of the organization and that ensures the incorporation of the
business ethics in the management of the operational activities of the organization.
The Global Principles of Business Conduct of the organization is seen to include
integrity, quality, professional behaviour, objectivity, competence, fair business practices
along with the confidentiality, privacy and the protection of data (Deloitte.com. 2020).
Considering the compliance of the company with the shared values, it is evident that the
business leaders of the organization are determined in becoming an organization that have the
capability to become the market leader. Along with that, the managerial position holders of
the company want to serve their customers with integrity, to collaborate for the measurable
impact and to take care of their employees along with the customers in the best possible
manner. As a result, the company is seen to strive forward towards the implementation of the
inclusive practices for creating a better and productive working environment for their
employees.
Impact of leadership in achieving vision and mission of the company:
With a precise look at the vision statement of the company, it is visible that the
organization is determined in becoming the standard of excellence for their customers. At the
same time, the company has the objective of becoming the most preferred choice for their
customers and the talented employees. Apart from this, the shared values of the company
include the integrity, worthy services to their customers, efficient management of their
commitment along with sourcing the strength from the cultural diversity of the organization.
With a precise look at the contribution of the managerial team of the organization in
developing the effective Global Principles of Business Conduct, the emphasis of the senior
management of the organization in protecting the values of the organization is prominent.
Other than this, the higher authority of the organization is able to create attractive

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compensation package for their employees along with the provision for the personalized
contracts for effectively retaining their quality providing employees (Deloitte.com 2020).
Other than this, the employees of the organization are seen to be provided with the scope of
enhancing their skills for increasing the quality of their services. The role of the managerial
position holders in developing such diversified training facility and providing the scope to the
employees in participating in it for their continuous professional development is considered
to be of great significance in protecting the values of the organization. In addition to this, the
executive leadership team of the organization is seen to play a massive role in the formulation
of the employee engagement activities as they are determined in managing the cultural
diversity present in their workforce in a professional manner (Deloitte.com. 2020). The
appropriate management of the cultural diversity will enable the company in achieving better
team performances and that is crucial for the organization in sourcing the strength from the
cultural diversity of their organization.
Impact of leadership on change management:
Considering the managerial activities undertaken from the part of the executive team
and executive leadership team of the company, it is understandable that the implementation
of a change inside the organization is partially accurate. For the management of the changes
inside the organization, the company communicates the vision of the change to their
employees for an improved management of the change in the organizational context. Having
said that, the higher authority of the company is seen to be reluctant in interacting with the
employees for inviting their opinion regarding the change and for the implementation of the
change. Such reluctance from the part of the organization in achieving the opinion of the
employees places the company in such position where it faces comparatively low level of
engagement with the employees in managing the change in a professional manner. Apart

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from this, the company has the expertise of motivating their employees for the efficient
management of the change through recognizing their efforts.
In addition to this, the higher authority of the organization has the desired capability
of identifying the developmental requirements of the employees that are expected to play the
role of obstacle in the efficient management of the change in the organizational context and
with a precise look at the same, the higher authority formulates personalized training sessions
for their employees (Deloitte.com 2020). However, the company is in need to formulate the
short term goals for the effortless management of the change from the part of their employees
and requires to celebrate the completion of the same as well for maintaining high morale in
the workforce for the management of the change (Small et al. 2016).
Conclusion:
On a concluding note, Deloitte is observed to conduct their business across the globe
in a professional manner. The higher authority of the company is seen to have larger
consideration towards the effective management of the human resources inside the
organization which is visible with the formation of the personalized employment contracts
and comparatively higher wage characteristics for their employees in comparison to other
organizations. Having said that, the company is seen to be bit limited in the practical
management of the changes inside their workforce which requires to be managed with the
execution of the change following the framed methods such as Kurt Lewin’s model of change
or Kotter’s model of change.

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References:
Accountingverse.com. 2020. Big 4 Accounting Firms - Who They Are, Facts and
Information. [online] Available at: https://www.accountingverse.com/articles/big-4-
accounting-firms.html
Deloitte.com 2020. Deloitte Executive Team. [online] Available at:
https://www2.deloitte.com/ca/en/pages/about-deloitte/articles/deloitte-executive-team.html
Deloitte.com 2020. Deloitte recognized as a global leader in Workforce Management
Consulting, ranked No. 1 in depth of services by ALM | Deloitte | Press release. [online]
Available at: https://www2.deloitte.com/global/en/pages/about-deloitte/press-releases/
deloitte-recognized-as-a-global-leader-in-workforce-management-consulting-ranked-no-one-
in-depth-of-services-by-alm.html
Deloitte.com 2020. Deloitte United States. Deloitte US | Audit, Consulting, Advisory, and
Tax Services. [online] Available at: https://www2.deloitte.com/us/en.html
Deloitte.com 2020. Deloitte’s Ethics Program | Deloitte | Global services, integrity, ethics &
quality. [online] Available at:
https://www2.deloitte.com/global/en/pages/about-deloitte/articles/ethics-at-deloitte.html
Deloitte.com 2020. New rewards: Personalized, agile, and holistic. [online] Available at:
https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2018/personalized-
incentives-talent-management-strategies.html
Deloitte.com. 2020. [online] Available at:
https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-
deloitte-global-principles-of-business-conduct-2019.pdf

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Deloitte.com. 2020. [online] Available at:
https://www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-cons-
engaging-the-workforce.pdf
Edwards, G., Schedlitzki, D., Turnbull, S. and Gill, R., 2015. Exploring power assumptions
in the leadership and management debate. Leadership & Organization Development Journal.
Fiaz, M., Su, Q. and Saqib, A., 2017. Leadership styles and employees' motivation:
Perspective from an emerging economy. The Journal of Developing Areas, 51(4), pp.143-
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Khuong, M.N. and Hoang, D.T., 2015. The effects of leadership styles on employee
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Lawler, E.E., 2017. Reinventing talent management: Principles and practices for the new
world of work. Berrett-Koehler Publishers.
Shin, Y., Sung, S.Y., Choi, J.N. and Kim, M.S., 2015. Top management ethical leadership
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Small, A., Gist, D., Souza, D., Dalton, J., Magny-Normilus, C. and David, D., 2016. Using
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