A Detailed Report on Management and Leadership in Marketing Practices

This report provides a comprehensive analysis of management and leadership in marketing, covering various theories and models. It explores scientific management theory, Mintzberg's managerial roles, and motivational theories like Maslow's hierarchy of needs and Vroom's expectancy theory. The report also discusses different leadership styles, including autocratic, democratic, and laissez-faire, alongside leadership theories such as the great man theory, trait theory, and skills theory. Furthermore, it examines situational leadership approaches, leader-member exchange theory, recruitment and selection processes, and the dynamics of team behavior, including toxic leadership. The report aims to provide a thorough understanding of how these management and leadership concepts can be applied effectively in marketing contexts to enhance organizational performance and employee motivation.

Management and
Leadership in
Marketing

Table of Contents
INTRODUCTION......................................................................................................................4
MAIN BODY.............................................................................................................................4
Theories of Management.....................................................................................................4
Topic 2: Motivation in Context..............................................................................................6
Topic 3: Leadership Theoretical Approaches........................................................................8
Topic 4: Situational Leadership Approaches and Leader-member Exchange Theory (LMX)
................................................................................................................................................9
Topic 5: Recruitment and Selection.....................................................................................11
Topic 6: Team Dynamics and Toxic Leadership................................................................12
CONCLUSION........................................................................................................................13
REFERENCES.........................................................................................................................14
Books and Journals:.............................................................................................................14

INTRODUCTION
Management is a process which includes several factors to make the workplace
function more effectively (Doherty, Kerrigan, and Belk, 2020). It includes planning,
decision making, organising, coordination etc. Management is a factor which helps the
organisation to achieve the inherent goals and objectives in a systematic manner. In today's
world most of the organisation are changing themselves with the new dynamic trends in the
market. Underpinning of management is important and vital for every company which are
commencing the business operations in a systematic manner. The report aims to analyse
about about different theories and models of leadership and management. On the other hand,
there will be discussion about the motivation which helps the organisation to motivate their
employees to achieve productivity in the workplace. Along with that, there will be brief
discussion about leadership approaches which makes the leaders develop different skills and
enhance knowledge. To carry out the operations smoothly in the workplace. For further
instance, there will be brief discussion about the exchange theory and business ethics. The
company follows business ethics and values to maintain a healthy working environment in
the organisation.
MAIN BODY
Theories of Management
Management is a process which includes several factors. These factors which includes
planning coordination, controlling etc. helps the organisation to achieve the inherent goals
and objectives. On the other hand, management has a motivation factors from which the
employees could achieve greater productivity in the workplace. There are different theories
and concepts which helps to understand the surrounding of this topic more better. Various
new theories are described below:
Scientific management theory – This theory was developed by Frederick Taylor.
Scientific management theory suggests that the only thing to motivate employees is money. It
will help the employees to achieve productivity in an effective manner (Rofuth, and
Piepenbring, 2019). On the other the organisation could generate increased revenues in the
market. The theory follows all the traditional ways which helps the organisation to achieve
the inherent goals and objectives. For example Tesco provides a significant pay to its
employees which helps them to achieve greater productivity in the workplace.

Mintzberg's Managerial Theory – This theory divides the roles of managers into
parts. On the other hand it is further divided into three categories which are described below:
Interpersonal roles – There are interpersonal roles which help the manager to divide
the work responsibilities and duties to different subordinates in the workplace (de Sousa,
2019). It is further divided into three roles which are mentioned below:
 Figure head – In this category the manager play a role to present the organisation in
the social activities and events. The manager needs to address and fulfil this role to
create a positive reputation in the market.
 Leadership – As a leader in the organisation the manager needs to inspire the
employees and motivates them to achieve greater productivity.
 Liaison – In this role the manager establish a healthy network with the investors and
shareholders. It helps the organisation to build contacts and generate different funds
from the market.
Informational Roles – This is a very critical role for the manager. There are different
duties which the manager needs to perform in the organisation. It incudes motoring the
performance of employees, achieving the organisation targets etc. It is further divided into
three roles which are mentioned below:
 Monitor – In this stage the manager monitor the performance of the employees in the
organisation. The manager monitor the worker performance by taking the help of all
internal and external factors.
 Disseminator – In this stage the manager establish a effective connection with the
employees. On the other hand, they pass the necessary information which is important
for the employees in the organisation.
 Spokesperson – The manager has the utmost duty to represent the organisation out
the workplace in the society (Mohebbi, 2021). It is important for the manager
because by this individual create a positive and negative impact in the society.
Decisional Roles – the manager has to take important decisions for the organisation
in difficult situations. The decision of manager plays an important role in managing the goals
and objectives of the company. It is further divided into four roles which are mentioned
below:

 Entrepreneur – The manager has to change mentality and becomes an
entrepreneur which helps to inspire employees. On the other hand, the organisation
to achieve the goals and objectives in an effective manner.
 Disturbance – It is the work responsibility of the managers to prevent the
organisation from any disruptions which effect the productivity and the goals. The
manager has counter difficult situations and solve various problems.
 Resource allocator – In this stage the manager needs to allocate the resources to
the employees. On the other hand, they had to measure that the resources are
utilizing in an effective manner. The manager can allocate different technological
resources to the workers.
 Negotiator – As a work responsibility of an manager the individual needs to
negotiate with clients and departments to achieve the inherent goals and objectives
(Bonsu, and Twum-Danso, 2018). The manager needs to counter the best
opportunities which helps the organisation to gain a competitive advantage in the
market.
Topic 2: Motivation in Context
Motivation is defined as the process which focuses on initiating, guiding and
maintaining goal-oriented behaviours. Today's business environment is becoming very
complex and dynamic in nature. Due to this, employees are in a stressful situation and they
are not able to use their hundred per cent productivity and performance level (Badura and
et.al., 2020). Motivation is the only way to reduce their stress and be able to motivate towards
the achievement of goals and objectives of the company even in uncontrollable situations.
Motivation includes emotional, biological, social and cognitive forces which help to activate
the behaviour of people. In order to motivate the employees of an organisation, it becomes
necessary that managers should understand the needs and expectations of each employee so
that they are able to motivate their employees. Generally, two important motivational
methods are used that are extrinsic and another one is intrinsic motivation. It depends upon
the individual. Extrinsic motivation is found to be the one which is focusing on tangible
rewards such as salary, benefits, security, promotions and work environment (PANCASILA,
HARYONO and SULISTYO, 2020). On the other hand, intrinsic motivation is found to be
one of the psychological rewards which include recognition and appreciation. After

identifying the needs and expectations of an individual, an organisation need to select a
theory which is also classified into two parts that are content theory and process theory.
Content theory
Content theory of motivation is defined as the subset of motivational theories which
helps to motivate people. It is described as a system of needs that motivates the action of
people. It focuses on the need of an individual in their lives and tries to identify what
motivates them. It includes Maslow's hierarchy of needs, Hertzberg's two-factor theory, etc.
Maslow’s hierarchy of needs: Maslow's hierarchy of needs is stated that individuals
are motivated when they are achieving certain needs. So it includes 5 important needs that are
psychological needs which are concerned with basic needs such as air, food, water, etc.
Safety and security needs include health, employment, etc. The other need is love and
belonging needs which require family and friendship that helps to make connections (Eide,
Saether and Aspelund, 2020). Self-esteem needs is focusing on confidence, achievements,
connection, etc. The last need is self-actualization which requires a desire for personal
fulfilment.
Process theory
Process theories of motivation are always attempting to explain why and how
motivation affects individual behaviour. It focuses on behaviour in psychological processes

which affect individual motivation. It includes expectancy theory, equity theory and many
more.
Expectancy theory: Vroom expectancy theory is focused on providing motivation
according to the expectation of an individual. It believes that employees are motivated when
they expect to achieve or obtain things from their job. It is focusing on that expectation is
much more than about satisfiers (Chua and Ayoko, 2021). People can satisfy with the
expected results of actions. As per this theory, individuals of an organisation get motivated to
perform when they know that their extra efforts and performance will be rewarded and
recognised.
It is identified that leaders and managers are facing management challenges in
applying content and process theories. Problems that are associated with content theories are
it assumes that each and every person's need is the same but in actual life, it is not a reality.
On the other hand, process theories are found to be focusing on psychological facts and
figures of an individual which becomes a very complex situation for managers is it is not easy
to understand the behaviour of an individual. These types of challenges can be sorted when
the leader or manager of an organisation is effectively monitoring the performances and
behaviour of employees.
Topic 3: Leadership Theoretical Approaches
Leadership is defined as an ability of an individual or a group of individuals that focus
on guiding and influencing followers of an organisation (Abadiyah, Eliyana and Sridadi,
2020). Every organisation has leaders that help to guide and motivate employees towards the
attainment of organisational goals and objectives. Leadership is becoming very important in
today's business environment and it helps to deal with complex situations and uncontrollable
environments of the company. Every organisation has applied different leadership style
which includes autocratic, democratic, laissez-faire, etc. It depends on the situation as it is not
necessary that one leadership style is applicable to each and every situation. This is the main
reason that every organisation has a unique style to lead its team. The autocratic leadership
style is focusing on directing, and controlling the team by enforcing the rules and regulations
in the work environment (Syahputra, Prayoga and Pitriyani, 2022). Democratic leadership
style is focusing on providing freedom to the employees by leaders with their responsive,
collaborative and interactive actions with the followers. Last but not least is the laissez-faire
leadership style which is focusing on giving full freedom to take the decisions individuals on

their own. Every individual or employee has some responsibility and authority delegated by
leaders which they play without any interference from leaders. It allows followers free rein to
set their own goals.
Apart from leadership style, an organisation needs to apply theories of leadership so
that they can achieve the productivity and performance of employees. It includes great man
theory, trait theory, and skills theory. The great man theory is stated that effective leaders
are gifted with the right characteristics and inspiration. That means it focuses on the great
leaders who are mythic, distant and heroic in order to rise to leadership whenever they need.
This theory assumes that leaders are born and not made. That means they possess certain
traits which are inherited. In today's business environment, this theory is not so much
applicable. It is focusing on masculinity and qualities which are associated with meals only. It
also contends that traits in leaders remain stable over time.
The other leadership theory is skills leadership theory which suggests that it is
necessary for a leader to possess a set of skills rather than personality traits then it becomes to
perform effective leadership (Graves and Sarkis, 2018). In this leadership theory, the leader's
performance is measured with the help of skills that they possess. It allows any person who is
interested and becoming a leader to learn the skills. It includes some important skills which
help to make an effective leader such as conceptual skills, technical skills, and human skills.
This leadership theory is found to be very important as it helps to create new criteria that
define a leader. It is also important because leaders are judged because of their
accomplishments. It helps to promote inclusivity and effective leaders. It also encourages
balance in the skill set which becomes useful in many situations.
It is analysed that managers and leaders are facing problems in order to apply the
leadership theory in the workplace as every situation is not the same. It becomes tough for
taking a decision that which leadership theory is best for the situation. It is necessary for an
organisation to specify and elaborate the situation to the leaders so that they are able to take
the right actions and apply suitable leadership theory. It is necessary to understand for leaders
that every situation is not the same so they should not rely only on one leadership theory.
Topic 4: Situational Leadership Approaches and Leader-member Exchange Theory (LMX)
In today's business environment, it is identified that the dynamic nature is
continuously increasing which creates many situations that are not the same in any
organisation. It is necessary for them to understand that which situation need which type of

leadership. This is the main reason that company needs to understand the importance of
situational leadership as in this leadership, leaders are focusing on adopting and
understanding situations that depend on their follower's ability (Guterresa, Armanu and
Rofiaty, 2020). It becomes important for each and every leader to understand the different
situations and different follower abilities so that they can able to decide which type of
leadership style they can use. Then only companies are able to achieve their goals and
objectives. It assumes that the leader of an organisation should match the style with the
competencies of followers. It will result in achieving the goals and an objective in an
effective way. It includes two important approaches to leadership that are the Fiedler
contingency theory and another one is Hersey and Blanchard Situational leadership.
Leader member exchange Theory is a kind of relationship based theory that concentrating
on the two way connections among the leaders and followers. It’s support the organisation to
develop amended connections which is completely based on their social exchange, the quality
of this exchange so that no leaders can influence their employees to get more positive
outcomes and bring more opportunities for the company. It is very important for the team
members and for the leaders to trust everyone or just their team so that they can effectively
achieve their goals and objectives. It’s a board organisation to contribute towards the growth
so that they can effectively achieve their goals and objectives and overcome the problems that
are facing by the company. Apart from this it also helps the leaders to concentrate on their
attention to what is the significance and importance of communication in the leadership. S
communication is very effective medium through which the leaders as well as their team
members and their subordinates kind of love and maintain beneficial exchange in order to
achieve their goals and objectives (Srinivasan and Ramani, 2019)
According to the first approach of situational leadership, it is necessary that the
leadership style should be contingent and situational. The Fiedler contingency theory
identifies that leaders should be either relationship-oriented or task-oriented but it should be
matched with the situation of the organisation. In this approach, it includes a consideration
which is necessary to undertake by a leader such as they should considerate behaviour of
employees in order to reduce their labour turnover and helps to improve job satisfaction. As
per the Leader member exchange theory it is very important for the leaders to focusing on the
communication channel and focusing on the connections of the team members so that they
can help the organisation to overcome the problems and enhance their capabilities in order to
achieve their goals and objectives and get more opportunities for the company. It also has

been analysed data it also helps the organisation to enhance and influence job satisfaction
among the team members and among the employees so that they can receive more work
based advantages than reporting for quality relationships. It also support the organisation to
improve positive environment in the organisation because it helps them to produce effective
leadership in the organisation that provides an alert for the leaders in order to avoid barriers
and engage more team members in the company.
Topic 5: Recruitment and Selection
Recruitment and selection is the kind of process that helps the organisation to finding
the appropriate candidates for the week in position and motivate them to apply it. Selection is
the kind of procedure that helps organisation to selecting the best applicant or candidate from
the pull of applications and provide them appropriate job. These strategies helps the
organisation to attract more and more jobseekers so that the company can retain more
talented employees in the organisation. Apart from this it is the responsibility of the human
resources management team to shortlisting the best applications for the organisation who are
appropriate for the job position so that the company can achieve their goals and objectives
and improve their capabilities. Apart from this it also helps organisation to analyse the
success of the company that would affect the whole organisation operation. Talented
employees brings more opportunities and positive outcomes for the organisation so that the
company can enhance their brand image and get more competitive advantages in order to
improve their capabilities and success. Recruitment is the kind of process that include
different kind of stakeholders like senior level workers in the company that to ensure that the
process which are adopted by the human resources management is very defined and
optimised in order to achieve the requirements of all stakeholders. The right employees
reflect on the organisation professionalism and portray the organisation majority in order to
maintain the capabilities of the company and attract in hiring the right talent for the company.
And effective procedure supports the organisation to create talented pool in a particular
manner so that they can meet the long-term and short-term objectives of the organisation.
There are different kinds of activities that can be used by the human resources management
team in order to recruit more effective and talented employees in the organisation like the
company can create database of job postings and link vacancies that make it more easier for
the company to hire right and talented employees in the organisation. Apart from this
organisation can also simplify the application procedure and display job posting on their
website in order to manage their candidates effectively.

There are different kinds of factors that influence recruitment and selection procedure
like external factors as well as internal factors. There are some external factors like supply
and demand, intern market, organisation image, unemployment rate and many more. Apart
from this there are some internal factors like recruitment policies, organisation size growth
and expansion. There are different kinds of organisation that have a app policies of recruiting
workers internally or externally. Recruitment my appointment is the most and much common
strategies that are adopted by the organisation in order to hire more talented employees in the
organisation and making it more easier to recommended applicants who can easily adapt the
culture of the organisation in order to assuring that employees or the individual are rooted in
the culture of the company. It also helps the organisation to avoid negative impact when they
are selecting appropriate candidates for the organisation in order to implement appropriate
method and procedures.
Topic 6: Team Dynamics and Toxic Leadership
Every team consists of individuals with varying skills, limitations, and fields of
experience. Everyday interactions, sharing work, and cooperative relationships of the team all
play a role in team and organizational chemistry. Team members with favourable dynamics
will work more efficiently together, develop better, more inventive ideas, and also have a
greater chance of achieving their objectives. Team dynamics is a technique of studying those
unconscious aspects as well as how they determine team effectiveness and attitude.
Psychological variables can influence a player's mindset and capacity to operate. Personal
skills is vital, but knowing how person interacts within a group is a crucial aspect of
management. It is very important for the individual to analyse team dynamics that are
behavioural connections among the team members in helps the leaders to identify the towel
or team in practice, communicate and operate together that has a dramatic impact on the
successful team that helps them to achieve their goals and objectivity. It is very important for
the individual when they are working in a group to make their goals and objectives were clear
so that they can effectively make the seasons and achieve their goals and objectives.
Members of the team must feel free to share thoughts and knowledge without fear of being
punished or humiliated (Pawar, Satin and Sunarsi, 2020). Trust facilitates communication,
which can lead to improved ideas and increased creativity. Members of the group must also
have faith in one another to achieve targets, carry their burden, and complete their tasks.
Building accountable is the obligation as a leader. Winning teams draw on every participant's
unique perspectives and ideas to develop more original and creative solutions. A team may be

suffering mob mentality, which is the killer of innovation, if they come up with ideas
unanimously rapidly and frequently. Encourage your employees to be diverse so that the best
option, not the easy one, can be chosen. Everyone on the team should understand why they
are there. They must realise their worth and accept their responsibilities. You can overlook
this if the introduction is hurried or disorganised. The team manager must define this up front
if an unique gro up is formed for a specific project.
Toxic Leadership: A toxic leader is someone who is in responsible for a team of action of
leading a group who exploits the leader–follower connection by leaving the band or
organisation in much worse shape than when he or individual first met them. Whenever a
leadership style focuses to force another, they becomes toxic. Pushing, confrontational,
arrogant, authoritarian, or deceptive behaviour, inefficient interaction, micro-management,
and a lack of consideration are all symptoms of toxic leadership. Toxic leaders like to be
hostile with their subordinates, criticise, blame, and intimidate them. They always behave in
their own best interests. They never give up promoting themselves over the company's vision,
goal, and, most importantly, the interests of the organisation. In order to avoid and prevent a
toxic environment as well is toxic leadership it is very important for the individual to focus
on the work and help each other in the team members by becoming a positive leaders. Apart
from this it is also important for the organisation as well as for the leaders to link objectives
towards the performance and result in create a culture which is positive so that they can
promote consistent communication and make appropriate this season so that they can avoid
toxic leadership in the organisation. Apart from this it is also very important for the effective
leaders to cultivate a safe environment in the organisation and accept responsibility so that
they can effectively enhance their capabilities in order to become a good role model and
achieve their goals and objectives (Visconti, Peñaloza and Toulouse, 2020)
.
CONCLUSION
From the above report it has concluded that theories and approaches are important for
the organisation to carry out the operations smoothly in the market. On the other hand there is
brief discussion about the underpinnings of management which includes theories. This helps
the company to become better in the market and achieve greater productivity. Along with that
there is a brief discussion about Motivation which helps the company to achieve maximum
efforts from the employees. For further instance there is brief discussion about leadership

theories and approaches, leader exchange theory. These theories help the company to develop
different leaders which helps the organisation to perform better in the market. And also, in
this report there is a brief evaluation of the business ethics and values which help the
organisation to maintain a healthy working environment.
REFERENCES
Books and Journals:
Abadiyah, R., Eliyana, A. and Sridadi, A.R., 2020. Motivation, leadership, supply chain
management toward employee green behavior with organizational culture as a
mediator variable. International Journal of Supply Chain Management, 9(3),
pp.981-989.
Badura, K.L., and et.al., 2020. Motivation to lead: A meta-analysis and distal-proximal model
of motivation and leadership. Journal of Applied Psychology, 105(4), p.331.
Chua, J. and Ayoko, O.B., 2021. Employees’ self-determined motivation, transformational
leadership and work engagement. Journal of Management & Organization, 27(3),
pp.523-543.
Eide, A.E., Saether, E.A. and Aspelund, A., 2020. An investigation of leaders’ motivation,
intellectual leadership, and sustainability strategy in relation to Norwegian
manufacturers’ performance. Journal of Cleaner Production, 254, p.120053.
Graves, L.M. and Sarkis, J., 2018. The role of employees' leadership perceptions, values, and
motivation in employees' provenvironmental behaviors. Journal of cleaner
production, 196, pp.576-587.
Guterresa, L.F.D.C., Armanu, A. and Rofiaty, R., 2020. The role of work motivation as a
mediator on the influence of education-training and leadership style on employee
performance. Management Science Letters, 10(7), pp.1497-1504.
PANCASILA, I., HARYONO, S. and SULISTYO, B.A., 2020. Effects of work motivation
and leadership toward work satisfaction and employee performance: Evidence from
Indonesia. The Journal of Asian Finance, Economics and Business, 7(6), pp.387-
397.
Syahputra, H., Prayoga, Y. and Pitriyani, P., 2022. Implication of the Influence of Work
Motivation and Leadership on Organizational Behavior in the Education Office of
Labuhanbatu Regency. International Journal of Business, Technology and
Organizational Behavior (IJBTOB), 2(1), pp.62-69.
Mohebbi, K.E., 2021. Investigating the Relationship between Leadership in Marketing and
Knowledge Management in E-Commerce Space A Case Study of Tehran Marketing
Companies.
Rofuth, T.W. and Piepenbring, J., 2019. Management and leadership in social work: A
competency-based approach. Springer Publishing Company.

de Sousa, J.R., 2019. Internal Marketing, Communication and Leadership. International
Journal of Marketing, Communication and New Media, 7(13).
Bonsu, S. and Twum-Danso, E., 2018. Leadership style in the global economy: A focus on
cross-cultural and transformational leadership. Journal of Marketing and
Management, 9(2), pp.37-52.
Doherty, A.M., Kerrigan, F. and Belk, R.W., 2020. Thought leadership in marketing theory
and method. European Journal of Marketing, 54(11), pp.2645-2649.
Srinivasan, R. and Ramani, N., 2019. With power comes responsibility: How powerful
marketing departments can help prevent myopic management. Journal of
Marketing, 83(3), pp.108-125.
Pawar, A., Sudan, K., Satini, S. and Sunarsi, D., 2020. Organizational Servant
Leadership. International Journal of Educational Administration, Management, and
Leadership, pp.63-76.
Visconti, L.M., Peñaloza, L. and Toulouse, N. eds., 2020. Marketing management: A cultural
perspective. Routledge.