Organisation Design & Management: Leadership, Motivation, SDGs,UK

This report covers various aspects of organisation design and management, including transactional and transformational leadership styles with examples, intrinsic and extrinsic motivation theories with workplace examples, an evaluation of Sustainable Development Goals (SDG) with examples of companies performing well and poorly, the advantages and disadvantages of outsourcing, an explanation of Schein's model of organizational culture, and an application of Kotter's 8-step change model to a change program within an organization. The report provides definitions, illustrations, and evaluations to provide a comprehensive understanding of these concepts. Desklib offers a wide array of study tools, including past papers and solved assignments, to aid students in their academic pursuits.

Organisation Design &
Management

TABLE OF CONTENT
Workbook Section A........................................................................................................................3
Workbook Section B........................................................................................................................4
Workbook Section C........................................................................................................................5
Workbook Section D........................................................................................................................6
Workbook Section E........................................................................................................................7
Workbook Section F........................................................................................................................8

Workbook Section A
1. Definition of Transactional Leadership and Transformational Leadership.
Transactional leadership is defined as a practice adopted by the transactional leader who
believes in the existing organizational structure and order. This leadership focuses upon the
results and success of the organization in terms of rewards and punishments to motivate the
executives within the firm. This leadership strictly follows the existing structure in the
organization (Berkovich and Eyal, 2021).

Transformational leadership : It defines as the leadership style that includes all the qualities
such as encouraging, inspiring as well as motivating the employees. These leaders stimulate and
motivate their executive manpower without micromanaging. This motivational manner includes
the innovation and evolutionary changes in the leadership structure within the organization
(Hawkins, 2021).
2. Examples of both leadership style with explanation.
Transactional leadership Example: Bill Gates, founder of Microsoft is a great example of
transactional leader. He used to visits and asks difficult question to the teams associated with the
new product until he gets satisfied about the team understanding towards the goal. He believes as
the automation or direction applied to operation can magnify the efficiency on right path.
Transformational Leadership example: Steve Jobs, founder of Apple named as one of the
most popular transformational leader. He used to motivate and challenge the team members at
the same time to broaden the thinking and to find the innovative ideas to solve the problems.
References:
Berkovich, I. and Eyal, O., 2021., Transformational leadership, transactional leadership, and
moral reasoning. Leadership and Policy in Schools. 20(2). pp.131-148.
Hawkins, P., 2021., Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Workbook Section B
1. Defination of Intrinsic Motivation and Extrinsic Motivation
Intrinsic motivation: It can be defined in the terms of doing a task for its
inbuilt or Constitutional satisfaction. This type of motivated individual do the act for fun or out
of the self-interest not for the rewards or the achievement.
Extrinsic Motivation: It is a reward or appreciation driven behaviour where the benefits like
name, fame or money are used as the key to motivate a person (Van den Broeck and et.al., 2021).
2. Two real life workplace examples for each type of motivational theories
Tesco follows intrinsic motivation has observed the importance of the trust and respect
factor inside the organization, this can improve employee environment by valuing employee as
well as providing them realistic goals. However, Asda followed the extrinsic motivation to
reward employees by a decent bonus to appreciate their hard work during pandemic situation.

Employee retention program in Sainsbury, motivates the employees to do the best and provide
them the best guidance for the improvement in the services. Whereas, Mark & Spencer has
decided to provide an incentive appreciation to the employees, that achieves the sales target on
time.
References:
Van den Broeck, A. and et.al., 2021, Beyond intrinsic and extrinsic motivation: A meta-analysis
on self-determination theory’s multidimensional conceptualization of work
motivation. Organizational Psychology Review. p.20413866211006173.
Workbook Section C
1. Defination of Sustainable Development Goals (SDG)
Sustainable development goals: Goals to achieve the sustainable development that fulfil
all the need of present requirement without compromising any of the future abilities. It includes
creativity, technology and the resources supporting financially from the society.
2. Evaluation of SDG with two workplace examples, one is in the favour of SDG
progression and another one that is performing poorly
Aldi is one of the most progressive firm in context of sustainable development goals in
UK. The organization relates the activity to responsible use of the natural resources and the
responsiveness towards the social capital (Shahbaz and et.al., 2021). In the contrast. Aldi was the
first retailer that agreed to assure the information, took the initiative of effective sustainable
agriculture related to SDG in UK. Then company also have committed towards zero carbon
emission . However, Trader Joe and Walmart are the poorly performing organization in manner
of SDG in UK (Hirsh, 2021). They do not work to save the wastage regardless of high demand of
product that are more sustainable and eco-friendly.
Reference:
Hirsh S.,2021., Find Out Which Major Supermarkets Are the Most and Least Sustainable. [Online] . Available
through <https://www.greenmatters.com/p/which-supermarkets-most-sustainable>.
Shahbaz, M. and et.al., 2021., Analyzing nonlinear impact of economic growth drivers on CO2
emissions: Designing an SDG framework for India. Energy Policy. 148. p.111965.

Workbook Section D
1. Defination of outsourcing
Outsourcing is one of the most renowned business practice that includes hiring of person
or team from outside the organization to perform services or task, that were used to perform by
in-house team or company's own employee traditionally.
2.Identification and illustration of the advantages and disadvantages of outsourcing,
Advantages of the Outsourcing: There are numerous benefits of outsourcing among them few
are described as
 Time saver: Non-core activities such as back office work supports to free up the
resources that are helpful to core functions.
 Reduces cost: Low labour cost to complete the operations is the most practical
example of outsourcing.
 Expertise: In that access to most skilled person is possible, that helps to achieve the
target most efficiently.
 Increment in efficiency and Flexibility: Expertise in specialized knowledge as well
as experience brings the efficiency in the work of the organization. In matter of
seasonal demand targets, the outsourcing can be done at the time of demand only.
Disadvantages of Outsourcing: Few of the disadvantages also exist in the favour of outsourcing
(Yazdani and et.al., 2021).
 Quality issues: The Quality of the product can hamper by the outsourcing as outsourced
individual not that much concerned about the quality milestone as compare to the
company's employee.
 Uncertain investment: Anything that comes in the light after the contract can disturb the
decided budget and comes under this category as the cost can be varied with the
contractor or the outsourced employee.
 Security terror: Confidential information can be compromised with the outsources if
there is no penalty included with the information leak from the company.
References:

Yazdani, M. and et.al., 2021., A novel hesitant-fuzzy-based group decision approach for
outsourcing risk. Expert Systems with Applications. 184. p.115517.
Workbook Section E
1. Explanation of ‘espoused values’ and ‘basic underlying assumptions’ in Schein model.
Schein(2004) model describes the concept of organizational culture with respect to its
relationship with the organization. 'Espoused value' are the core values defines the organization
in terms of declared mission. Whereas, 'Basic underlying assumptions' are the basic
assumptions that meant to believe as an organizational culture (Weber and Martensen, 2021).
The way organizational culture have impact by those basic assumptions regardless of the person
comes under the model.
2. Explaination of the culture dimension in the terms of Schein model
Every organization utilizes various practices for their success in market Schein model is
one of them, that culture concept is framed with the dimension of artifact, espoused values and
assumption (Weber and Martensen, 2021). These underlying assumption of orientation positively
affect the dimension espoused value in terms of trust on investment in equipment and facility so
that the creativity and working pattern can be promoted. Moreover, this can result in belief in
terms of global decision-making, integrity of supplier and control over management at the same
time. The hypothesis behind the espoused value have visible affects over culture have
competitive advantages over manufacturing practices in an organization.
References:
Weber, G. and Martensen, M., 2021., Transforming organizational culture amidst a diverse
workforce: A qualitative study in the service industry (No. 1/2021). IUBH Discussion
Papers-Human Resources.
Workbook Section F
1.Identification of Kotter's 8 state change model in the terms of advantages and
disadvantages.
Kotter's (1995) 8-step change model is an analytical tool that can be used to introduce
changing situations in the existing management within an organization (Galli, 2018). There are
so many advantages and disadvantages exist, described as:

Advantages Disadvantages
 Step by step model with clear
description and guidance.
 Focus on the employee involvement
and the acceptance.
 Mainly focuses on acceptability of
change in actual change process
 No Step skipping is possible.
 Time taking process
 If particular individual gets due
attention then it can lead to
dissatisfaction in other employee
2.Apply the model to a change programme to illustrate some of the above advantages and
disadvantages.
Changes in the marketing digitalization can introduce challenges for Tesco, these can be
introduced by using Kotter's model.
 Urgency: First step includes the identification of changes in technology as Tesco
requires the digital marketing to sustain in the market.
 Guiding team build-up: Second step includes the search of effective leaders that can
commit towards the whole process.
 Strategy management: It includes the vision of the guide as well as the understanding of
the individuals. The way digital marketing should be done for the secured future of the
organization.
 Vision communication: Training part to be performed to understand the concern of
people or the performance review. Technology introduced to the company had how
effectively affective the market comes under this stage.
 Barrier removal: To remove or solve the issue in the way to introduce the new
technology is an time taking as well as the main part to proceed further in the way to
improve the performance of the organization.
 Short term goals: These goals defines the success stage and the success rate of the
model in context of the change such as new advanced technologies. This can be said an
advantage of the process.

 Consolidating gains: To record the success rate and stories of individual, improves the
experiences as well as the culture of the organization.
 Change in the corporate culture: The entire step by step model supports the changes
that can extend the sustainability of the organization in the market, that is the most
desirable goal to the firm.
In that focus on employee involvement take place to accept the changes in culture in a step by
step manner but as it is clears this process is long enough to take lots of time. Skipping any
of the stage can hamper the sequence of training and that results in a big failure of the
model, results as a disadvantage.
Reference:
Galli, B.J., 2018., Change management models: A comparative analysis and concerns. IEEE
Engineering Management Review. 46(3). pp.124-132.