Analysing Leadership Styles, Culture, and Strategy at Morrison's

This case study provides an analysis of Morrison's, a UK retail supermarket, focusing on its leadership and management practices, organizational structure and culture, entrepreneurial strategies, and corporate governance policies. It examines the effectiveness of the CEO's leadership styles, including autocratic, democratic, transformational, and transactional approaches. The study also assesses Morrison's organizational culture using Hofstede's model, covering aspects like power distance, individualism vs. collectivism, masculinity vs. femininity, uncertainty avoidance, long-term vs. short-term orientation, and indulgence vs. restraint. Furthermore, it explores the entrepreneurial strategies and corporate governance policies implemented by the CEO to enhance organizational effectiveness, addressing issues such as toxic management and customer satisfaction. The case study also investigates the effects of power, influence, and conflict resolution in managing change, particularly in the context of the COVID-19 pandemic, referencing the Kotter change model. Finally, it discusses various motivation strategies used at Morrison's and their impact on employee performance, concluding with suggestions for improving organizational performance. This document is available on Desklib, a platform offering study tools and resources for students.

Individual Case Study
Analysis

Table of Contents
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
TASK ..............................................................................................................................................4
Analyse and comment on the effectiveness of the managerial / leadership style of the CEO
using suitable theoretical models................................................................................................4
Assess the current structure and culture of the organisation and comment on whether the CEO
has any role and impact in creating and enforcing them to achieve high performance. ............5
Explain the Entrepreneurial Strategy and Corporate Governance policies followed by the CEO
of that organisation to enhance the organisational effectiveness and performance. ..................7
Examine the effects of power, influence and conflict resolution at the chosen company by the
CEO in managing change............................................................................................................8
Explain the various types of motivation strategies used at your chosen company and their
influence on employees’ performance........................................................................................9
Use appropriate corporate examples and literature to justify your research.............................10
Suggestions or recommendations to increase the organisational performance.........................11
CONCLUSION .............................................................................................................................11
REFERNCES:................................................................................................................................12
Books and Journals:..................................................................................................................12

INTRODUCTION
The report aims to analyse the theories and practices which are used by organisation in
order to carry out their management practices effectively. Leadership and management are both
interconnected concepts which is require to carry out an essential practice that will be helpful for
achieving goals and objectives. Organisational practices is vital functions to make fuller
utilisation of the resources up to a limited extent. Therefore, leaders and manages plays crucial
role in managing across company to guide, motivate and influence teams and people for working
with collaborations and dedication (Morgan-Thomas, 2018). For that instance, the report is going
to discuss about the Morrison organisation structure, performance, leadership and entrepreneurial
strategies. There will be discussion about how the managers and leaders of the company gets rid
of conflicts and enhance workplace motivation. Morrison is a retail supermarket of UK which
was operated in 1899. The company sells high quality food, drinks, clothings and other daily
need essentials within one roof. It has approx 497 stores across England and maintain great
organisational culture, attractive strategies and employee relations. The report will showcase all
the corporate responsibilities of company and at last, valid recommendations will be provided.
MAIN BODY
TASK
Analyse and comment on the effectiveness of the managerial / leadership style of the CEO using
suitable theoretical models.
In an organisation, leadership and managerial styles plays a crucial role in attaining goals
and objectives. This shows that, leadership is all about guiding employees and lead them towards
the right direction. Different leaders uses different managerial styles in order to manage work
and support employees throughout the activities. The CEO of Morrison use various kinds of
leadership styles which are described below:
Autocratic management style: The leaders use this style of leadership in order to make
decisions by their own and expects to be obliged by the team. They have quite strict and
particular behaviour and the work must be done as per their standards. These leaders are
believing on taking self decision which might not be effective to achieve success in current
dynamic environment (Ketonen-Oksi, 2020). This reduces the morale of employees and results
in dissatisfaction. The CEO of Morrison use this style at the time of complex situation and where

there is a lot of risk involved. With this practice, they are able to handle work pressure by taking
quick decisions.
Democratic style: This style is highly effective in the practical professional practice in
which the leaders believe in taking participation of the employees. This style helps in
undertaking ng employees decisions while formulating many plans and strategies. The
employees get motivated and find their value in the organisation. The CEO of Morrison use this
style in order to take better decisions in the current competitive environment. These leader retain
employees for long term by taking their engagement in the professional practice.
Transformational: This style of leadership is all about managing relationship among the
employees. These leaders transforms the personalities in an effective manner and targets the
people by understanding their concern, thoughts and ideas. They are the true inspiration for the
employee who have charismatic personality in which the teams are highly affected with them in
a positive manner. The CEO of Morrison apply this theory in their practices which assures that
every team member remain motivated by pushing them towards hard work and resolving their
issues. The employees gets inspire with their good abilities and wants to be the same. This shows
that, the mission and vision of the company are clearly regulated in the Morrisons and employees
are well aware about it.
Transactional theory: This theory is all about finding right way and path to manage day
to day activities. These leaders believe in completing work on the basis of rewards and
punishments for the managing the team work and control over the operations. This theory is
applied by the CEO of Morrisons which is found to be effective in order to keep employees
motivated and stick to their goals and objectives (Alvinius, and Larsson, 2018). There is
requirement of the this theory in the Morrison due to having large operations at large level.
Assess the current structure and culture of the organisation and comment on whether the CEO
has any role and impact in creating and enforcing them to achieve high performance.
The structure and culture of the organisation plays vital role in the organisation. The
structure defines the roles and responsibilities and chain of communication within the company.
It demonstrate whom to report and ask queries. A proper structure set levels of hierarchy which
eliminate any confusion and misunderstandings. The Morrison is a huge supermarket brand that
operates within various locations and require appropriate management functioning. They having

culture of cooperation, innovation and compatibility. The company is finding many issues in
their structure and culture which is defined through applying Hofstede model:
Power distance index: This culture shows that how the power has been regulated and
creates inequality. This shows that the organisation needs to maintain equality and power in a
systematic manner (Borgognoni, and LeBlanc Wicks, 2021). When organisation has high power,
it shows the country give more preference to authority and rank and where there is low power,
the country does not give preference to power and set authorities. The Morrisons follow low
power distance index in which more preference is given to participative styles.
Individualism and collectivism: This culture demonstrate that the organisation give
more priority to the individual or collective efforts. In the Morrison, the culture of collectivism
high in which, group efforts are the key for company. Collectivism is more likely to grow and
support organisation objectives in which team efforts are encouraged. Individual behaviour are
most likely to secure goals as organisation could only get success by collaboration.
Masculinity and femininity: This culture demonstrate that how the organisation give
preference to both male and female. When there is masculinity regulates in the organisation, they
mainly consider the culture of men and have low ratio of women. The femininity is regarded as
when there is high or equal ratio of women in the organisation. The Morrison unfortunately work
with the masculine culture. This shows that, the man needs to be behave strong and wealthy as
compared to men.
Uncertainty avoidance index: As per this index, how the organisation and people have
the tendency to meet with the uncertainties and how they tolerate them. This shows that, the low
tolerance index will minimise the rules and regulations that will certainly demonstrates
understanding of working with the issues. The Morrison have low uncertainties of risk taking in
which they expect the short and long term power to tackle the risks.
Long term orientation vs short term orientation: The long term and short term
orientation is all about perseverance and persistence. As per this aspect, the organisation needs to
have quick results for the short term objectives whereas, the long term scenes are required to
achieve goals in order to get success (Roy, 2020). Whereas, the long term orientation will be
expected to analyse because of the plans are encountered.
Indulgence vs restraints: As per this culture, the employees get free from any interferences
if there have low indulgence index in the country. It assures that the employees feel indulgence

when there are allot of misinterpretation take place into the organisation which might affect the
curiosity of the operations. Restrains culture involve laws and regulations which employees
needs to follow. The Morrison mainly work on restraints culture in which employees are not free
with interferences as they are required to follow the legal laws in order to work within the
country.
Explain the Entrepreneurial Strategy and Corporate Governance policies followed by the CEO of
that organisation to enhance the organisational effectiveness and performance.
Organisational effectiveness is the major aim of every CEO of the company. They build
policies and strategies to ensure goals and motives. Entrepreneurial strategy plays crucial role in
working with corporate strategies which will be easily enhance the functioning of company. The
Morrison face issues of toxic management team and unexpected behaviour towards the customer
just to make the profits (Zhang, Følstad, and Bjørkli, 2021). The problems arises in customer
satisfaction due to which, the company is required to carry out different strategy which will
easily be ascertain to eradicate any negative impact from the organisation. This would be done in
following ways:
Recognise the need for corporate governance: it is a type of entrepreneurial strategy
which is analyse by the CEO to work upon the organisation effectiveness. It will show that, why
the managers require corporate policies to start work aspect. In the Morrison, the CEO identify
whether to make the policies and strategies by underpinning the knowledge about the
management (De Massis, Kotlar,. and Manelli, 2021). It is necessary to incorporate governance
structure which is ascertain the behaviour of individuals.
Monitor organisational performance: This is also an effective strategy to check the
effectiveness and performance of the company. The managers of Morrison are not so particular
about this straegy due to which the company is facing issues in customer satisfaction
(Fossum,and et.al., 2019). It is vital entrepreneurial strategy to keep check and control over how
the employees are performing, whether they are working with full dedication or not and meeting
deadlines. This will helps the Morrison to better serve the customers.
Build and maintain an effective governance infrastructure: The CEO of company is
required to build and maintain an effective governance criteria in which all the board members
will adhere to their roles and responsibilities. This ensure that, the line of chain of
communication will be maintain and clearly delegated. This will enhance poor internal process in

which decisions are result in low performance of the company. When corporate government
structure will be effective, the Morrison would come up with great strategies through the
incorporation of the all the chair members and managers.
Examine the effects of power, influence and conflict resolution at the chosen company by the
CEO in managing change.
Change is a continuous process within an organisation which is carried out in the
dynamic market. The business environment Is changing frequently which result in the change in
internal and external practice of the company (Azar, Khan, and Van Eerde, 2018). This shows
that, the power, influence and conflict resolution are must be maintained up to a limit in the
Morrison's to not undertake any adverse impact of it. Therefore, when change gets occur it
impact on the power within the company which influence the employees to cope up with with
these changes. In Morrisons, Covid-19 is the biggest threat that has created negative impact on
the company due to which, the company has faced great staff and customer exploitation.
Therefore, in order to cope up with the new change, kottler change model is helpful which is
described below:
Unfreezing: As per this stage in which the change has initially enter into the
organisation. In this, the managers and leaders first notice the behaviour of employees and their
working methods. They have a fix criteria in working which is required to unfreeze in order to
get them involve with the new change (Zaman, and Nadeem, 2019). For that instance, the CEO
of Morrisons needs to analyse the requirement of technology, working aspects and make
employees aware about it. The unfreeze them and guide in a new way to adopt the changes.
Changing: Once the managers unfreeze the situation and working aspects, they start
bringing change in the technology, enable techniques for customer satisfaction, start working for
digital adoption and expansion. Ion order to bring the changes effectively, the company is
required to give trainings, support and guidance to the employees so that, they would not feel
pressurise and lack of abilities to work upon the new changes. It require proper planning , setting
objectives and employees engagement to learn new things and face the situation of dynamic
environment.
Refreezing: once the change will be implement and carried out in the organisation, the
managers re-freeze the employees with the changes. For example, the employees working with
the traditional approach of selling before the change begins but after analysing the need of digital

technology, they start working on it through taking effective trainings and organisational support
by working on digital technology, they get freeze with this criteria of working for the future also.
The managers of Morrison ensure that these changes will perform in an effective manner and
employees gets aware about it.
It has evaluated that, the Morrison needs to utilise great leadership strategies, styles and
guiding principles to manage the staff and make them able to cope up with the changes. When
one change will get alter, there will be rise in the requirement of other change as per the market.
This will be done through keeping check on the performance of employees at every level and
supervise their task to eliminate any chances of mistakes (Bridges, 2018). This will enhance the
level of understanding among all the employees and the Morrison will get positive impact after
the time of Covid-19.
Explain the various types of motivation strategies used at your chosen company and their
influence on employees’ performance.
Motivation is an essential factor which is required in every organisation to get success for
the long term. There are various types of ways in which employees gets motivated to work with
utmost dedication. This shows that, the company is required to analyse the need, expectation and
preferences of employees and provide them the needful (Roos, and Nilsson, 2020). This will
motivate them to be in the company and contribute their talent in organisation favour. The
Morrison is required to take care of employees need and make them comfortable at every aspect
of workplace practice.
Maslow hierarchy theory:
Physiological needs: As per this stage of human motivation need, an individual always
work to get basic needs which includes food, shelter, air and clothes. The company needs to
provide enough salaries through which employees could fulfil all these basic things for a nominal
livelihood. The Morrison's take care of this need of the employees as
Safety needs:
The next level in Maslow theory of needs consist security needs. As per this theory, the
person wants to feel safe and secure in their surroundings or work environment. To find safety
and stability in life, A person consider physical, financial, emotional security. In this, person
seeks protection from harm full elements, violent conditions, health threat or sickness also
economic safety to live like job security, stable income and savings. Morrison's provides job

security by formal employment contracts as well as pension and sickness schemes. The company
ensures heath and safety in the workplace.
Love and belonging needs:
The third level of Maslow hierarchy needs shows human are social creatures which
shows desire for interaction with others. This level frames the need of friendship, intimacy,
family and love (Akdere,.and Egan, 2020). When human lacks these needs individuals
experience loneliness or lack of motivation. Morrison's promotes team working culture and
group relationships in work environment. Working conditions in Morrison's is like family and
comfortable as home culture encourages long service.
Esteem needs:
The fourth level of Maslow hierarchy is esteem needs, which shows a person need to gain
recognition, status and feel respected (Naqshbandi, and Tabche, 2018). When a person's esteem
needs are met they feel confident and motivated as they see their contributions are valuable and
important. If the esteem needs are not met they feel inferior. In Morrison's values are recognized,
praise and respect of hard work.
Self actualization needs:
The final need of Maslow Theory relates to the realization of individuals full potential.
This refers to the feeling of achieving at most efficiency, feature of self actualization is unique
and different for every person. According to Maslow achieving self actualization is very rare. In
Morrison's offering of personal development plans, recognition of skills opportunity of
promotion exist. The option of fast track management program provides employees to reach
higher levels. There are career discussions in talent planning meetings in which appropriate
suggestions as well as training is provided. These are beneficial for employees to achieve higher
level of potential and growth working in the organization.
Use appropriate corporate examples and literature to justify your research
It has identified that, leadership and managerial style are effective for the organisation to
work in a desired manner. It helps in assisting employees to work as per the culture, beliefs and
norms of the organisation which maintain clear lines of communication and workplace relations.
The culture of the organisation plays crucial role in the Morrison's which assures that the
employees deliver product with the right behaviour (Arseneault, Deal, and Mills, 2021).
Therefore, it has ascertained that the environment, principles and working environment of

Morrisons is not much effective mainly after the Covid-19. The organisation structure of
Morrisons shows that, they have top to bottom level of hierarchy in which the employees are not
allowed to take decision by their own and they have to report to the senior management. The
company also give motivation through giving rewards, recognition and other career development
programmes.
Suggestions or recommendations to increase the organisational performance.
From the above analysing and research on the organisation performance, leadership and
motivation, thee are many areas which needs to be take care by the Morrisons. These are
described below:
 The organisations self assessment and appraisal system help to recognise individuals
importance and celebrate achievement. The Morrison is required to undertake effective
programmes for the motivation of employees. It will helps to retain the employees.
 The company needs to adopt democratic and participate style for leadership in order to
take the involvement of employees and feel them valued.
 Apart from this, the company must ensure that the power and culture is regulated
appropriately in the organisation to eliminate unnecessary complications and confusion.
CONCLUSION
The report has concluded that, organisation is a set of theories and practices which plays
vital role in securing goals and objectives. There are various managerial styles that needs to be
adopted by the leaders like democratic is the most suitable one. Also, the company needs to
focus on culture and motivate employees by giving rewards and recognition.

REFERNCES:
Books and Journals:
Morgan-Thomas, 2018. Schatzki and techno-organizational practice. In Materiality and
Managerial Techniques (pp. 307-324). Palgrave Macmillan, Cham.
Ketonen-Oksi, 2020. Developing organizational futures orientation—A single case study
exploring and conceptualizing the transformation process in practice. IEEE
Transactions on Engineering Management.
Alvinius, and Larsson, 2018. Applying the Organizational Centaur Theory on Boundary
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Borgognoni, and LeBlanc Wicks, 2021. A Survey of Faculty Advisers at Student-Run Agencies:
Can Organizational Theory Help to Guide Future Research?. Journal of Advertising
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Roy, 2020. Consumer engagement behaviors: do service convenience and organizational
characteristics matter?. Journal of Service Theory and Practice.
Zhang, Følstad, and Bjørkli, 2021. Organizational Factors Affecting Successful Implementation
of Chatbots for Customer Service. Journal of Internet Commerce, pp.1-35.
Fossum,and et.al., 2019. Success factors in global project management: A study of practices in
organizational support and the effects on cost and schedule. International Journal of
Managing Projects in Business.
Azar, Khan, and Van Eerde, 2018. Modelling linkages between flexible work arrangements' use
and organizational outcomes. Journal of Business Research, 91, pp.134-143.
Zaman, and Nadeem, 2019. Linking Corporate Social Responsibility (CSR) and affective
organizational commitment: Role of CSR strategic importance and organizational
identification. Pakistan Journal of Commerce and Social Sciences (PJCSS), 13(3),
pp.704-726.
Bridges, 2018. Executive ethical decisions initiating organizational culture and values. Journal
of Service Theory and Practice.
Naqshbandi, and Tabche, 2018. The interplay of leadership, absorptive capacity, and
organizational learning culture in open innovation: Testing a moderated mediation
model. Technological Forecasting and Social Change, 133, pp.156-167.

Arseneault, Deal, and Mills, 2021. Accounting for management and organizational history:
strategies and conceptions. Journal of Management History.
Akdere,.and Egan, 2020. Transformational leadership and human resource development: Linking
employee learning, job satisfaction, and organizational performance. Human
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Roos, and Nilsson, 2020. Driving organizational readiness for change through strategic
workshops. International Journal of Management and Applied Research, 7(1), pp.1-
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De Massis, Kotlar,. and Manelli, 2021. Family firms, family boundary organizations, and the
family-related organizational ecosystem. Family Business Review, 34(4), pp.350-364.