Managing People in Organisations: Debenhams Analysis Report

This report provides a comprehensive analysis of leadership styles and management practices within organizations, using Debenhams as a case study. It begins by comparing and contrasting various leadership and management styles, such as transformational and autocratic leadership, and their applications in a business context. The report then delves into organizational structure, specifically examining the matrix structure employed by Debenhams, and explores the relationship between organizational structure and culture. Furthermore, it investigates the legal requirements concerning equal opportunities and the benefits of diversity, referencing relevant legislation like the Equality Act 2010 and the Race Relations Act. The report concludes by summarizing key findings and emphasizing the importance of effective leadership, organizational structure, and diversity in achieving organizational success. The report also highlights Debenhams' democratic leadership style and commitment to equality, contributing to its positive organizational culture and brand reputation.

Managing people in
organisations
Assessment 2

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Compare and contrast of leadership styles and management with respect to its uses in business
.....................................................................................................................................................3
Determine your knowledge and understanding about organisational structure and culture and
relationship between both...........................................................................................................5
Research on legal needs related to equal opportunities as well as benefits of diversity.............7
CONCLUSION ...............................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Managing people in organisations is defined as a human resource management which
involve various kind of activities like the process of recruitment, providing directions to
employees within whole organisation. In an organisation it is very crucial to manage all
employees so all workers who are there in a company must have skills and talents in regard with
flexibility and many more. While managing people in organisation it leads the company in order
to achieve success(Agba, Ocheni and CHUKWURAH Jr, 2020). The below report is based on
Debenhams. It is a British multinational retailer who deals in beauty, fashion and home made
products. The company was founded in 1778 and has its headquarters in London. The below
report involves various leadership styles and its uses in business, organisational culture, its
structure and relationship between both and research on legal requirements about both equal
opportunity and benefit of diversity.
MAIN BODY
Compare and contrast of leadership styles and management with respect to its uses in business
Leadership is a term which is defined to motivate all people who are working in the
organisation in order to achieve all goals and objectives. In relation with different leadership
styles it refers to the method of directing, implementing and motivating all workers. There are
various type of leadership styles like transformational, autocratic and many more. Leadership
styles are based on mainly two approaches and these are behavioural and situational approach. In
context with management styles it is defined as the method through which all managers takes
certain decisions, planning and implementing whole work to achieve all objectives. In context
with Debenhams it is further explained as below:-
Leadership style Management style
 The whole work which is done in the
organisation according to leadership
styles flows as per trust in accordance
with both leaders and workers.
 The process of leadership includes the
method of leading all employees in
context with providing them
 To implement whole work different
strategies are set up in relation with
management control(Matos and et.al,
2020).
 In context with motivation it involves
the method of managing all kind of
activities which are taking place in the

motivation.
 Leadership is defined as the way which
influences all workers and at the same
time motivating them in relation to
achieve and fulfil all goals and
objectives.
 According to leadership styles, it
includes the way of providing
inspiration to all individual and
influencing them as well as motivating
them to follow other strategies(Arslan,
2020).
 It involves different rule and
regulations as well as certain policies
which are implemented in context with
leaders instructions.
organisation.
 In context with management it is
defined as the procedure of pursuing
systematic discipline in terms of
following managerial process. It is also
known as the way of different skills and
talents and influencing other people.
 In context with management styles their
main role and responsibility is to
implement a effective work criteria and
handle all necessary things which are
been done at each point of time.
 It involves various ways and methods
that are initiated in a company.
In context with Debenhams, they follows democratic style of leadership in which all
individuals working in the organisation use to participate in their decisions and are motivated tos
hare their ideas and opinions. They feel very encouraged that top executives listens to their
opinions also rather than just following their ideas only(Goh and Arenas, 2020). With the help of
this effectiveness was getting developed and no issues and conflicts were getting arise. The
culture in their organisation was very effective as everyone working in their company is treated
as the same way. Equality is been followed in their company and this was the main method
through which they were achieving success.
Determine your knowledge and understanding about organisational structure and culture and
relationship between both
 Organisational structure:- It is defined as a system which determines different activities
that are involved in order to achieve all goals and objectives. All activities involve
various rules, roles as well as responsibilities. It is also considered as the way that how
people working in the organisation are grouped together and to whom they have to report.

There are different type of organisational structures like hierarchical structure, matrix and
many more. In context with Debenhams, they follow matrix organisational structure. IN
terms of matrix organisational structure it means that individuals who have same type of
skills are grouped together for a specific assignment and they need to report to one
specific manager. They followed this structure which defines that there will be a specific
amount of individuals who will be at the top of organisation and involves managing all
people at the workspace. At the top positions there is a set framework(Yadav, Pant and
Seth, 2020). IN relation to this all crucial decisions has to be taken which must be in
favour of the company. In Debenhams, it involved seven layers of organisational
structure that enable a connection with whole chain of six structures
 By following this structure all messages that company want to set are fully sorted. The
managers working in a company are provided with authority and has certain
responsibilities towards their team members. As the company is following a matrix
organisational structure it helped them in solving all issues which are happening in their
company
 . There are many executives in the company and as it is a retail industry it is necessary as
well as important for them to manage their employees in such a way that they are
grouped together and report to those executives who are working under that department.
The company followed this structure because it provided them many benefits like
effective compatibility, collaboration and communication was getting developed. As all
individuals were not reporting to only one manager they were reporting to those
executives who belong to their department it became easy for them to build up their
communication level.

 Organisational culture: A company's organisational culture is referred as a proper
behaviour of employees in company. It basically defines culture of company which
belongs to same culture that helps in sharing beliefs as well as values which are
established by company's seniors as well as leaders of company. These beliefs could be
communicated through different methods(Azorín, 2020). Basically organisational culture
of Debenhams , which has innovated on base of time. It basically helps in defining how
employees are working towards specific period of time. Organisational culture of
company helps in defining how well company's employees are behaving in its workplace.
Debenhams organisational culture keeps faith as well as trust in their operations as well
as in their departments.
 Relationship between organisation structure and organisational culture of business:
Organisational structure Organisational culture
It consists systems which is formal in its
work roles as well as power or authority
of relationships which helps in
governing of linking managers with
each others.
It consists of values as well as rules which
is shared by managers as well as
business associates which influences
behaviours of company.
It belongs to high paced as well as quality

Its organisational structure belongs to fast as
well as changeable of work in
company.
Organisational structure of company is
steady in nature which is patterned in
working and helps in predicting future
requirements(del Mar Gálvez-
Rodríguez and et.al, 2020).
of work or it becomes complex in
nature.
Organisational culture of company explains
and determines s about relationships
among organisational culture and
structure that could affect performance
of company.
Research on legal needs related to equal opportunities as well as benefits of diversity.
Equality as well as diversity: Idea of equality is referred as a way of treating every
individual with equality along with respectful treatment which is provided to every employee. In
terms of diversity, it is referred to respecting every employee's individual's abilities as well as
qualities. It is considered as a manner of placing positive values on every factors of differences.
In terms of Debenhams is explained as follows:
 Concept as well as idea of equality and diversity improves company's image as well as
reputation of a company. It is essential for company to design equal opportunities with no
gender discrimination which is being done(Väyrynen and Kiema-Junes, 2020). In terms
of Debenhams, company is following all factors of equality as well as following equality
pay structure. As their brand image and reputation is increased as there no discrimination
which is being done and each of talented as well as skills that are being noticed.
 Equality and diversity leads to have high skills or ideas in which all employees has
effective talent in relation to both leader and member. In terms of enhancement it
consists of effective benchmark of whole performance. In terms of Debenhams, company
is focused on making different policies as well as regulations that are in terms \of equality
and diversity. With this concept all employees are provided with equal opportunities and
no unfair practices could be done in workplace.
 With respect to diversity it improves level of innovations. With this more scope gets
developed in company and every employee gets higher opportunities. Through this it
helps employees feel motivated and their abilities which are being ignored.
Legal requirements in equality as well as diversity:

According to equality act of 2010, it is considered as a model of preventing employees
and individuals from being discriminated which is carried and performed in company. As major
focus of company is on factors of anti discrimination in a single act. There are various legal
needs in terms of equality and diversity that are explained as follows: Sex discrimination act: It was implemented to prevent men as well as women from,
being discriminated which is carried in company. It is also known to be on workplace in
relation to education, training and so on. Public sector equality duty act: This act is referred to all public rights that are required t
take actions in terms of fulfilling all required wants and removing all types of
inequalities which are performed in company(Greenberg and et.al, 2020). This act
majorly states individuals who suffering from discrimination which should be reduced. Race relation act: This act was implemented by parliament in United Kingdom in order
to protect factors of discrimination on ground race(Bradley and Bright, 2020). In terms of
various discriminations are done on the basis of race, colour and other factors. In terms of
Debenhams company is applying this act in their workplace to decrease discrimination
which is performed on base of colour, gender as well as other physical features in
company.
 Equality as well as human rights commission: It is one of the United kingdom act in
terms of gender equality factor. It consists the recommendation in relation with all
discrimination been carried on the basis of women. This act majorly focused on reducing
the level of inequality as well as removing all types of issues which is happening in
terms of discrimination. This act is majorly started to prevent and promote all human
rights that are important in company's workplace.
Evaluation:
In terms of Debenhams company is following these acts and establishing a culture in
which no type of discrimination should be carried(Omukuti and et.al, 2021). All employee
whether men or women were given equal opportunities.
CONCLUSION
From above it could be concluded that there are various leadership styles and
management models that are been followed in company. There are various equality acts which
is required in company on base of discrimination which is performed in company. There is a

explanation of various components in which challenges are arise in terms of gender, race, caste
and colour. So as a result government of United Kingdom initiated various act such as race
equality act and various elements.

REFERENCES
Books and Journals
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Socio-Economic Wellbeing of Workers, Organisations and People: the Loss of One is the
Gain of Others (a Multiple Perspective Analysis-MPA). Postmodern
Openings/Deschideri Postmoderne, 11(2).
Arslan, E., 2020. Strategic entrepreneurship for resources and innovation: the case of voluntary
and community organisations in the south-west of England (Doctoral dissertation,
Bournemouth University).
Azorín, C., 2020. Leading networks.
Bradley, R. and Bright, L.K., 2020. Managing Our Uncertainty in the Crisis. The Philosophers'
Magazine, (90), pp.32-35.
del Mar Gálvez-Rodríguez, M., and et.al, 2020. Exploring best practices for online engagement
via Facebook with local destination management organisations (DMOs) in Europe: A
longitudinal analysis. Tourism Management Perspectives, 34, p.100636.
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mitigate tradeoffs in public organisations. European Journal of Information Systems,
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Greenberg, N.,and et.al, 2020. Managing mental health challenges faced by healthcare workers
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Matos, F., and et.al, 2020. Knowledge, People, and Digital Transformation. Springer.
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organisations for disaster risk management research: Evidence from the Caribbean.
International Journal of Disaster Risk Reduction, 56, p.102114.
Väyrynen, S. and Kiema-Junes, H., 2020. Information for Managers and Experts or
Communication with All Employees Within Organisations and Networks–Case HSEQ. In
Engineering Assets and Public Infrastructures in the Age of Digitalization (pp. 439-446).
Springer, Cham.
Yadav, D.K., Pant, M. and Seth, N., 2020. Analysing enablers of knowledge management in
improving logistics capabilities of Indian organisations: a TISM approach. Journal of
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