Introduction to Management: Furniture Practice Ltd Report

This report provides an overview of the management practices at Furniture Practice Ltd, a UK-based furniture company. It begins with a background of the organization, highlighting its flat management structure and focus on employee development. The report then differentiates between managers and leaders, outlining their distinct roles and approaches. It further explores the interrelationship between various business functions, such as marketing, production, and human resources, emphasizing the importance of coordination for achieving competitive advantage and employee satisfaction. The analysis underscores the significance of effective employee management, including involving employees in decision-making and fostering loyalty, to ensure the company's long-term success and sustainability. The report draws upon the provided references to support its findings and conclusions about the company's management approach.

INTRODUCTION TO
MANAGEMENT

Contents
INTRODUCTION TO MANAGEMENT.................................................................................1
INTRODUCTION......................................................................................................................3
TASK.........................................................................................................................................3
Background of organisation and its management structure...................................................3
Difference between manager and leader................................................................................4
Interrelationship between business function..........................................................................5
CONCLUSION..........................................................................................................................7
REFERENCES...........................................................................................................................8

INTRODUCTION
Employee management is considered as most essential aspect of business unity, it aids
firm in enhance working abilities of workers and to make them able to finish their work with
quality. Poor employee management can affect productivity and profitability of firm badly
(Zaware And et.al., 2020). Present study is based on Furniture practice ltd that provides
furniture related services to corporate client. Firm focuses more on raising skills of workers
so that people can work better and can serve consumers well. Current assignment will give
brief overview of background of chosen firma and its management structure. It will explain
difference between manager and leader in the organisation. Relationship between various
business functions will be explained in this study.
TASK
Background of organisation and its management structure
Furniture practice Ltd is medium size organisation of United Kingdom. It is expert in
designing amazing quality furniture and sale to corporate clients. Firm is continuously
developing its network to raise its profitability. Its main objective is to become innovator in
this industry and provide amazing furniture related consultancy to big clients. It has suppliers
across the UK but it select suppliers by looking at their capabilities (Ho and Kuvaas, 2020).
Company has flat management structure where all the employees are getting
involbved in decision making process. Company ensures to give proper training to all its staff
members so that they get to know about new furniture designs and produce such quality
material that can meet expectation of consumers significantly. Apart from this, managers of
firm always ask ideas fropm employees (Dawson, Ikyanyon and Johnson, 2020). They
ensure that all employees feel comfortable and they share their innovative ideas. This aids in
making them confident towards the brand and knowing more about them. By this way
company gets ideas that help in improving it’s designing and offering best interior furniture
to the corporate client.
There is clear communication between employees of furniture practice ltd and higher
authorities. If staff has any kind of confusion related to salary, task then individual can
directly contact to managers (Sulzner, 2020). This is responsibility of top managers that to

resolve issues of workers soon and resolve workplace conflicts. This kind of way of
communication aids the company in developing healthy relationship with employees and
retaining them in business for longer duration. Flat management structure in furniture
practice ltd always aid company in lowering operational cost as there is good interaction
between staff hence miscommunication and chances of errors are reduced that aids the
company ion reducing operational cost to great extent. Flat management structure is helpful
for the medium size company as it encourage workers and raise their satisfaction (Ugoani,
2020). People gets familiar atmosphere at workplace hence they feel happy and like to work
in business for longer duration.
Difference between manager and leader
Manager can be defined as person who takes responsibilities of business function and
manager employees in such manner so that business functions can be completed in significant
manner (Daisy and Suresh, 2020). Managers have authority to recruit people, train them and
ensure discipline in business unit. On other hand leader is the important person in company
who leads people and make followers. People get influenced by the views of leaders adn they
always follow instruction of their leaders (Diaz‐Carrion, López‐Fernández and Romero‐
Fernandez, 2020).
There is huge difference between leader and manager. Differences are explained as
below:
Crietera Manager Leader
Meaning Manager is person who
manages company’s operational
activities and develops
coordination among all workers.
Leader is person to makes
subordinated and influence
people in business unit.
Approach Managers always makes plan
and guide people in Furniture
practice LTD according to this
planning. Proper planning aids
managers in ensuring
minimising risk (Bélanger,
Edwards and Haiven, 2020).
Leaders are self directed, they
do not make pre planning, they
understand situation and direct
employees accordingly. This
may support company in
handling sudden situations in
effective manner.
Change Managers always react if there
is some change in company.
Leaders promote changes. as
they know changes are

They first time feel
uncomfortable with any change
and then implement it in
business.
necessary hence always make
changes in their working pattern
so that quality and efficiency of
workers can be raised.
Conflicts Managers always create such
environment where people can
work together, hence they avoid
conflicts at workplace
(Deogaonkar, Zaveri and
Vichoray, 2020).
Leaders use conflicts in proper
manner because it gives
opportunity to discuss with
employees and know more
about insight floor detail. These
conflicts are used by leader as
assets that aid the Furniture
Practice LTD in improving
working ability of employees to
great extent (Dawson,
Ikyanyon and Johnson,
2020).
Questions and direction Managers always give direction
to employees so that they can
complete their work effectively.
Leaders are the person those
who ask questions with
employees to understand more
about them and accordingly
leaders guide individual person
so that individual quarry can be
resolved.
Risk Managers are the risk avoider;
they like work on pre planned
method so that no risk takes
place.
Leaders are risk taker, they find
new ideas to improve work
hence they takes risk.
Goal Managers work on short term
goal.
Leaders work to achieve longer
term goal (Zaware And et.al.,
2020).
Interrelationship between business function
Contingency management theory states that there are many factors that impact on
organisational functioning. Managers and leaders capabilities matters allot in leading people
in business unit. Managers have to be flexible to make positive change sin every situation.

This theory states that there must be great relationship between leader and members. If there
is strong bonding then it would be better in making them understand with task and
minimising confusion at workplace. This kind of relationship world be better for gaining
success an retaining staff in business for longer duration (Diaz‐Carrion, López‐Fernández and
Romero‐Fernandez, 2020).
Each business function is interrelated with other functional unit. Marketing is the
most essential function of Furniture practice Ltd, it has great relationship with production
department. Marketing team works to sell products and know more about market condition.
By this way needs and preferences of consumers are identified. This detail is then
communicated to production unit and production team members always make changes in
production process so that quality furniture can be produced to satisfy consumers (Bélanger,
Edwards and Haiven, 2020). This would help in enhancing satisfaction level of workers. If
managers is unable to develop coordination between both these functional unit then it may
affect sustainability of business because production team will not be able to produce
quality furniture and marketing team will not be able to make its consumers happy
with satisfactory goods and services. Great relationship helps Furniture Practice Ltd in
gaining competitive advantage in market.
Human resource department is another important functional unit of Furniture Practice
Ltyd which works to hire talent and retain them in business for longer duration. HR team of
company gives training to workers and measure their performance as well. This unit has
strong relationship with finance department (Ugoani, 2020). Finance team is responsible for
handling cash flow in company. They ensure each department is received adequate fund so
that task can be completed on time. HR department hire skilled people in company who has
ability to deal with cash flow properly and manage record well. By this way strong budget is
prepared and distributed by the responsible person. But if Hr team fails to hire talented person
then there may create problem in managing cash flow in company that would affect overall
profitability of business. Marketing team also has strong relationship with HR team.
Marketing team makes them aware with future workforce requirements and HR team
accordingly train staff so that they can improve their capabilities to meet future demand. But
if HR fails to train properly to staff then future demand will not be met that would result in
declining profitability of company (Dawson, Ikyanyon and Johnson, 2020).

This strong relationship between various business functions helps Furniture Practice
Ltd in gaining success in market and managing employees well. This relationship develops
coordination and minimise confusion among staff members. By this way company can
improve its performance and can reduce its wastage well. This is the best way through which
staff can be retained for longer duration and enterprise can sustain in market for longer
duration (Ugoani, 2020).
CONCLUSION
From the above study it can be concluded that employee management is most
essential part of business that aids in growth and development of company to great extent.
Ineffective people management can affect sustainability of small and medium size company
and it may fail to generate profit as well. In order to improve management of employees,
managers are required to involve them in decision making process and have to ask their
issues continuously. By this way confidence of workers gets developed and they become
loyal towards the brand. If people are loyal then they will support company in every critical
situation that would impact on development of company. This is the best way through which
managers can manage its employees well and can retain them in firm for longer duration.

REFERENCES
Books and Journals
Bélanger, J., Edwards, P.K. and Haiven, L. eds., 2020. Workplace industrial relations and the
global challenge. Cornell University Press.
Daisy, B.A. and Suresh, C., 2020. A Study on Employee Engagement in the Ancillary
Industries of BHEL at Tiruchirappalli. Studies in Indian Place Names. 40(50). pp.2939-
2945.
Dawson, J., Ikyanyon, D. and Johnson, P., 2020. Institutional context and human resource
management in Nigeria. Employee Relations. 42(1). pp.1-16.
Deogaonkar, P., Zaveri, D. and Vichoray, D., 2020. Employee Performance Motivation and
Performance Management System-Exploring the Pertinence. International Journal of
Management (IJM). 11(3).
Diaz‐Carrion, R., López‐Fernández, M. and Romero‐Fernandez, P.M., 2020. Sustainable
human resource management and employee engagement: A holistic assessment
instrument. Corporate Social Responsibility and Environmental Management.
Ho, H. and Kuvaas, B., 2020. Human resource management systems, employee well‐being,
and firm performance from the mutual gains and critical perspectives: The well‐being
paradox. Human Resource Management. 59(3). pp.235-253.
Sulzner, G.T., 2020. The impact of labor-management cooperation committees on personnel
policies and practices at twenty federal bargaining units. Labor/management Relations
Among Government Employees.
Ugoani, J.N.N., 2020. Managing Employee Relations and its Effect on Organizational
Success. International Journal of Social Sciences Perspectives. 6(1). pp.1-10.
Zaware, N. And et.al., 2020. Deliberating the Managerial Approach towards Employee
Participation in Management. International Journal of Control and Automation. 13(1).
pp.437-457.