Report on Management Principles and Leadership in Organizations

This report provides a comprehensive analysis of management and leadership principles within an organizational context. It begins by exploring factors impacting the internal environment, including legal status and its influence on governance, and the purpose of mission and vision statements. The report then examines the impact of organizational structure on management roles, the influence of values and ethics on decision-making, and the application of management and leadership theories. It differentiates between management and leadership, analyzing their relationship, impact of styles on individuals and teams, and the influence of culture and values. The report also includes a manager profile, outlining essential knowledge and skills, communication techniques, and required behaviors. Finally, it proposes a culture and mutual support framework, addressing organizational problems and suggesting solutions. The report uses several academic sources to support the ideas presented.

Running head: MANAGEMENT
Principles of Management and Leadership in an Organizational Context
Name of the student
Name of the university
Author Note:

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Table of Contents
Assessment Task 1.....................................................................................................................4
The factors which impact on the internal environment of an organization-..............................4
The impact of legal status of on the governance of an organization......................................4
The purpose of the mission and vision statement of an organization....................................5
Impact of the organizational structure on the roles of the management................................6
The impact of organizational values and ethics on the decision making of the management
................................................................................................................................................7
The application of theories of management and leadership.......................................................8
The relationship between management and leadership..........................................................8
The impact of management and leadership styles on individuals and teams.........................9
The influence of culture and values on management and leadership styles........................10
The adaptation of management and leadership styles in different situations.......................11
Assessment Task 2...................................................................................................................12
Manager Profile........................................................................................................................12
Essential Knowledge and Skills...........................................................................................12
Factors influencing the selection of the communication techniques...................................13
Behaviours required to be effective in a management role..................................................14
Overview of the Profile........................................................................................................15
Assessment Task 3...................................................................................................................15
Proposal for culture and Mutual Support.................................................................................15

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Introduction..........................................................................................................................15
Culture and Mutual Support in an Organization..................................................................16
Problems in the organization as recognized in Survey........................................................16
Solutions to the problems.....................................................................................................16
Conclusions..........................................................................................................................17
References and Bibliography...................................................................................................18

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Assessment Task 1
The factors which impact on the internal environment of an organization-
The impact of legal status of on the governance of an organization
It is important to know about the legal and governance structure of an organization by
the trustees. The legal status as well as the governance structure help to understand the
purpose of the organization. In order to make a solid foundation of the organization and to
make it safe and secured both of them play an important role and therefore every parties
associated with the organization like the staff, trustees, volunteers and the customers are safe
and secured. It also helps the society as well as the community to know about the basis in
which the organization operates (Von Lampe 2015). There are certain ideas which are needed
to be developed to understand the right structure of a business organization. These ideas
include the legal form, type of the organization and the status of the charity.
A body of an organization can be of different types, it can be an enterprise, an
association and the legal form helps to understand the type of the organization in the eyes of
the law. The legal regulations are either managed by perspectives like the Companies Act or
governed by the case law and it can either be implemented or not implemented (DeCaro, et
al. 2017). There are many types of organizations like the partnerships, co-operatives, social
enterprises or members’ clubs. These are basically the most common types of organizations
and many organizations like to be recognized as a specific body other than their legal
existence. As per the law it is important that the organization is identified by a legal form
since there are many types of organizations operating in England and Wales (Anderson-
Gough 2018). On the other hand, there are certain organizations which wants to be identified
as a charity and a charity neither has a legal form nor it is a type of organization. However, a
charity has a different legal status which is applied to some of the organizations only and in

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order to be identified as charity an organization needs to serve those purposes which are
recognized exclusively as charitable and those purposes are served for benefits of the public.
The purpose of the mission and vision statement of an organization
The people of a business organization are guided by the vision, mission as well as the
value statements but when there is no support in the statement the people feel lost without
any guidance. When the people of a business organization are supported and guided by the
mission then they have the ability to correct the senior management level (Gurley, et al.
2015).
The vision statement helps to understand the overall aspirations of the organization
like the future hopes and dreams of the business organization. However, it is to be known that
the vision statements are different for different organizations and it does not include specific
targets and it is a broad description which helps to describe the value of the goods and
services of the organization. In other words, it is basically the visual image of the products of
the organization and what it aspires to become. The vision statements should be concise and
clear and usually written in short paragraphs. The motive of the vision statement is to
motivate people for being a part of the organization for making contribution (Kirkpatrick
2016). On the other hand, mission statement helps to describe what the organization needs to
do in order to achieve the vision. The mission of the business is useful for the stakeholders to
understand the existence of the organization and it creates value in the community. The
mission statement is more actionable than that of the vision statement because it is more
specific and it leads to strategic goals which are the main goals of the organization.
Therefore, the mission statement describes about the competition of a business organization
and it describes about the coherent goals of the business which helps to support the mission.
However, both the statements are interrelated with each other but the mission statement

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conveys more specific message and it also describe the differences between the organizations
of same industry (Ekpe, Eneh and Inyang 2015).
Impact of the organizational structure on the roles of the management
The structure of the organization contains a strong effect on the styles and roles of the
management which are needed for optimizing the organization. The existence of all the other
aspects of the management which helps a business to succeed will not be proved fruitful if
there is a misfit between the role and styles of the management and the structure of the
organization. There are mainly two types of management styles and these are centralized
management and decentralized management. In terms of centralized management, the
managers characterize this management type and forms strategies for taking proper decisions
to delegate tasks to the employees and employees are needed to follow the orders. The
structure of the business is best suited for small businesses. Alternatively, in terms of
decentralized management the managers do not interfere in the content of the work they only
help to coordinate the outcome of the tasks performed by the experts (Shafritz, Ott and Jang
2015). Therefore, this type of management is best suited for the research company or any
other companies which operate worldwide.
The organizational structure and the management style which is best suited for a
business organization is established based on the market in which the company is operating.
It is important that there should be an optimization between the organizational structure, style
of management and the market in which the organization operates. Therefore, it is important
to analyse the type of business and the market to organize a business in a specific
management style and structure. The companies having good combination of management
styles and organizational structure are able to maximize their productivity and have the
benefits of good and proper working environment because the performance are optimized by
the management styles and management with good managers works as a bonus for the

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employees (Amanchukwu, Stanley and Ololube 2015). However, there is often a
misconception between the management skills and the management styles and people tend to
consider both the terms has a single meaning.
The impact of organizational values and ethics on the decision making of the
management
The ethical decision making has an impact on the group decision making of an
organization. The ethical decision making is important for a company as it provides the
guiding requirements for the accomplishment of the goals of the organization and these
requirements have been considered as the outcome of the agreement, definition and long-term
custom of the organization (Demirtas and Akdogan 2015). There are different sources of
standards and principles which are used for the purpose of ethical decision making of the
business and most of the sources lead to similar choices for the decision making purposes
(Shin, et al. 2015). The ethics in decision making is evaluated with the help of tangible
outcomes and evidences which are resulted from the actions and words. However, there are
certain limitations of evaluating an appropriate ethical behavior and every outcome has the
following possibilities (Lehnert, Park and Singh 2015). These possibilities are-
 There is right motivation with proper and effective action on a different note there can
also be right motivation with wrong action.
 There is wrong motivation with right action on the other hand there can also be wrong
motivation with wrong action.
It is important to ensure that the key focusing decisions are in the right place and have been
made in accordance with the ethics in decision making of the organization. The core valued
business decision should be made properly so that it is able to provide the requirements
which are used for creating and constraining the network of the business decisions (Guerci, et

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al. 2015). In order to ensure the proper ethical considerations has been incorporated for
making decisions of the organizations these criteria are to be considered-
 Compliance- In order to check the legal requirements of the company’s value and
code of ethics
 Promoting of good and reducing harm- In order to check whether the company is
good to the people and minimizes possible harm
 Responsibility- In order to check whether the company is meeting all the duties as a
good corporate
 Reputation- In order to check the impact of the decision making of the company.
The application of theories of management and leadership
The relationship between management and leadership
The leadership has been considered as an essential part of a strategic management and
it is often seen that the terms “leadership” and “management” are considered synonymous.
Therefore, as the leadership is said to be an essential component of management, a
remarkable leadership puts emphasize on building of such business environment which help
the employees to develop and excel their skills. The definition of leadership states that it has
the potential which will help in influencing and driving the efforts of the employees to
accomplish the goals and objectives of the organizations. In order to have a quality
leadership, a leader is needed to possess good leadership skills and for that the manager needs
to have good traits of a leader (Eisenbeiss, et al. 2015). The leaders help to develop strategies
which at the end helps to build and sustain competitive advantage and therefore it is
important for the organizations to have a robust leadership and management for having
optimal efficiency for the organization. There are certain differences between leadership and
management and these are-

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 The managers help in laying down the structure and delegating of authority and
responsibility. On the other hand, the leaders help by providing direction for
developing the vision of the organization and communicating them to the employees.
 The management includes the task of planning, organizing, directing, staffing and
controlling whereas, leadership is the part of the functions of the management.
 There is difference in terms of the authority as the leader has the authority which
comes from and followers and the manager gets the authority as per the virtue of the
position.
 The managers of the organizations are bound to follow the policies and procedures of
the organization. On the other hand, the leaders have the right to follow their own
instincts.
 Management requires more of science at the same time the leadership is an art and in
every organization the balance between art and science is required.
 The management deals with the technical dimension of an organization. On the other
hand, the leadership is concerned with the aspects of people.
The impact of management and leadership styles on individuals and teams
The leadership styles have a significant impact on every business organizations
irrespective of its size. This impact has an effect on each and every employees of the
organization and it helps to create a corporate culture which influences the performance of
the organizations. The productivity, the speed of decision making, the employee morale and
the metrics of an organization are influenced by the styles of leadership. The successful
leaders are those leaders who make a careful analysis of the problems and makes an
assessment of the level of skills of the subordinates and makes an informed decision
accordingly. The leaders by choosing the most effective leadership style which is suitable for
the situation create a long lasting impact on the organization (DuBois, et al. 2015).

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There are two types of leadership styles and these are autocratic leadership and
democratic leadership. Therefore, in terms of autocratic leadership most of the times the
decisions are taken by the leaders without involving the subordinates in the decision making
process. However, this type of leadership is not preferred and it leads to increase in
absenteeism of the employees and decreased in the retention of the employees. This type of
leadership is only preferred in times of natural disaster. On the other hand, when democratic
leadership style is followed by the leaders they include the employees in the decision making
process and they encourage suggestions and feedback from every level of the organization.
The democratic leadership style is also known as laiseez-free style of leadership which
ensures delegation of responsibility to all the subordinates and this helps in making of
decisions in a timely manner (Appelbaum, et al. 2015).
The influence of culture and values on management and leadership styles
The purpose of the leadership is to create value for the organization irrespective of the
size of the business as it is difficult for any outsider to implement new culture in the
organization. It has been found that many leaders have an adamant attitude and this is not
required for any business and generally this type of attitude occurs when the leaders are
brought from the outside organizations. This type of leadership undermines the positive work
culture and a negative culture in the working environment can bring many significant
challenges on the way. The negative culture also have a fast and dramatic effect on the
positive culture of the organization. The internal obstacles are the real obstacles for the
cultural change such obstacles like fear, complacency, preconceived ideas and false ego lead
to create a negative environment. It is common that there will be obstacles whenever any
change is introduced even if the change is positive (Mittal 2015).
The leadership styles can affect the culture in various ways. The vision inspires
people in various ways and it is important for the leader to create and show concerns and

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values since the employees have a tendency to follow their leaders and a positive leader
inspires every employees in a positive way. Therefore, some signs of positive leadership and
a positive leader is explained below (Mulki, Caemmerer and Heggde 2015)-
 Strategic thinkers and visionaries- There is a difference between a boss and a leader.
A boss always keeps on directing the employees while leader always inspires the
employees and let them follow their will. Leaders aim is to create a culture of
engagement so that the people know where the organization is headed and can
perform their roles accordingly to achieve the organizational goal.
 Ethics which support the values- People are concerned about what people do instead
of what they say. Therefore, values are considered words and ethics are known as
action. The values are demonstrated by the leaders with the help of their actions
which further helps to create an ethical culture.
 Empowerment- The leaders should follow three requirements which are
accountability, responsibility and authority. Leaders empower the employees in such a
way so that it affects their lives in a positive way and makes them responsible for
achieving the organizational goals at all levels.
The adaptation of management and leadership styles in different situations
There is existence of many management theories as well as theories about leadership
styles but at the end none of them proves to be right or wrong and people respond differently
in different styles of leadership. In order to become a skilled leader, the leader should be
aware about the staffs and should adapt the styles of leadership accordingly which will help
to increase the productivity of the leaders (DuBois, et al. 2015).
There are three types of leadership styles which are democratic, autocratic and
laiseez-faire. The democratic leaders supports teamwork and listen to the employees and

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make them participate in the decision making process whereas, the autocratic leaders try to
maintain control and directs the workers for doing their job. In terms of laiseez-free
leadership, the leaders are available when requested. It is important to know and understand
the style of natural leadership in the first place for adjusting with the behavior of the
employees. The leaders should keep in mind about the pros and cons of the three main
leadership styles. In terms of democratic leadership style, the leaders gain respect from the
employees as they appreciate feeling valued and in autocratic leadership style things get done
in less amount of time with more productivity. On the other hand, when there is high amount
of skill and knowledge among the workforce the laizees-free leadership takes place. All the
above mentioned leadership styles are needed in different situations (Mittal 2015).
Diversity is important in the work place and diversity among the people in the
workplace is appreciated and it helps to create culture in the workplace. The dimensions of
diversity include age, gender, religions, education, ethnicity, work experience sexual
orientation, income level and family status. Therefore, it can said that workers with more skill
like democratic and laizees-free leadership style and those with less experience respond to
autocratic leadership style (Appelbaum, et al. 2015).
Assessment Task 2
Manager Profile
Essential Knowledge and Skills
Every single organization have their own set of supervisors or managers who have the
responsibility of guiding and directing the organization in the right manner and the right way
in order to achieve the goals and objectives of the industry. The managers plays an important
role in the success of the company as because the managers are the ones who administers and
coordinates the different resources of the businesses in order to successfully attain the goals

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of the business organization (Morden 2017). Thus in brief it can be stated that the managers
must play a strong and cohesive role that will be important for the achievement of the
different set of the business goals necessary for the success of the business organization (Bell
and Harrison 2018). The manager who will be recruited must have a specific set of
knowledge and skills which are as follows;
a. Good skills of Communication- The presence of good skills of business
communication is the basic necessity for a manager. The manager must be able to
properly communicate with the people under him and also with the higher level
management.
b. Organization level of skills- The skills of organizing is one of the most extremely
important attributes. The planning, scheduling and organizing a total team under a set
of guidelines can be important for the success of the organization in the market.
c. Leadership attributes- The presence of leadership attribute is a must for every
manager as a leader is the one who can guide his team to success. A good manager
can provide clear vision in directing his team in the proper direction.
d. Face challenges- The manager must have the capability to face challenges and deal
with the disruptive changes and innovation in business.
e. Knowledge on the particular subject- Apart from all the above mentioned skills, the
Manager must possess a healthy knowledge of the domain he has been working in.
The better, the knowledge, and the better he will be able to address the different issues
and manage the team efficiently.
Factors influencing the selection of the communication techniques
As mentioned earlier, communication is one of the most essential elements that must
be present within a manager. The presence of a varied range of communication skills can help
the managers to create a link in between the top management and the employees (Morden

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2016). Some of the major factors that needs to be considered for the selection of the
communication techniques are as follows;
a. Cultural Diversity- The manager must have a sound knowledge regarding culture as
the workplace has culturally diverse teams. A sound communication skill that can be
acceptable to all cultures must be applied accordingly to ensure the success of the
business.
b. Experiences from the past- Experience of a pervious business communication can be
important for the organization. A better experience of the past will be the favoured
choice for the selection of the manager.
c. Difference in the position of the employees- The organization have a large group of
employees who are working under each departments and holding specific roles that
may be higher or lower than each other. The manager must provide equal importance
to superiors as well as the inferiors irrespective of the position.
d. Educational and Emotional differences- The manager must provide equal respect and
importance to each and every employee irrespective of their skills and emotional
differences. The educational as well as emotional differences must be considered by
the manager and proceed accordingly.
Behaviours required to be effective in a management role
Lastly the selection criterion of the manager will be dependent on a set of behaviours
that can be important for success. This involves;
a. Having a clear vision
b. Recognition of the people
c. Recruitment and choice of the right people
d. Involving the team in the decision making process

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e. Formulation of a strong set of rules to be followed by the team and monitoring the
team accordingly
Overview of the Profile
ABC Talent Management Program
Requirement for: Manager and Assistant Manager specialized in talent management
Experience: Manager (minimum 3 years and above)
Assistant Manager (Minimum 2 years -3 years)
Application Process: Online ([e-mail])
Essential Knowledge and Skills: Communication, Organization, Leadership, Challenge
Facing, Knowledge Domain
Communication Techniques Consideration: Diverse Culture, Past Experience, Positional
Difference, Education and Emotional difference
Behaviours Effective: Clear Vision, Recognition and rewards, Recruitment, Rules,
Involvement in Decision Making
Assessment Task 3
Proposal for culture and Mutual Support
Introduction
The report here has presented a proper and effective management of the organization
on the basis of the cultural and mutual support of the employees. Cultural and mutual support
of the employees has a huge impact on the sustainable and successful operations of the
business management.

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Culture and Mutual Support in an Organization
The organizational structure and organizational culture falls under the concept of the
highest explanatory and predictive power in the proper understanding of the different causes
and different forms of the behaviour of the people in business organization (Fantini and Staal
2018). The determination of the behaviour of the employees helps the management to
determine the strategy of the business organization. The presence of the cultural and mutual
support among the employee can help remove the formal divisions and increase a strong
coordination amongst the employees of the business organization.
Problems in the organization as recognized in Survey
The survey conducted by the management of the business organization has revealed a
number of different limitations in the aspect of cultural and mutual trust of the business
organization. The major problems that has been identified are quite serious as the employees
have recognized the absence of a strong mutual trust and communication in between them
and the management of the business. The absence of trust and mutual support also restricts
the employees to come up with professional and personal concerns with the managers.
Solutions to the problems
The above mentioned problems in mutual trust and confidence of the employee’s cn
be addressed through the implementation of a quality improvement group. The quality
improvement group will have the responsibility to address the different limitations in mutual
trust and quality. The steps that needs to be included are as follows;
a. Empowerment of the managers- The presentation of more power in the hands of the
managers can help them to be friendlier towards the employees of the business.

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b. Increasing mutual trust- The aim of the quality improvement team will be to
increase the, mutual trust among the people and engage more employees in different
projects (Runyan and Covin 2019). Such engagement can help to develop a sense of
mutual trust.
c. Introducing sessions- Group sessions can be beneficial for the improvement of
cultural and mutual trust (Winnubst 2017). The arrangement of variety of group
sessions within a scheduled period of time is important for the development of mutual
and cultural based trust.
Conclusions
The report presented above has shown a clear and strong discussion on mutual trust
and cultural trust. The report has highlighted the impact that its absence can have on the
business. The increase in the trust and culture of the business employees is thus highly
necessary for a sustainable and successful business future.

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