Organisational Theory and Practice: Boohoo Company Case Study Report

This report provides an in-depth analysis of organisational theory and practice, using Boohoo Company as a case study. It explores various management styles, including Mintzberg's managerial roles, and examines different organisational structures such as machine bureaucracy. The report delves into change management theories, specifically Lewin's three-step model and the ADKAR model, highlighting the importance of sustainable change and employee adaptation. It further investigates leadership styles, comparing autocratic, democratic, and other styles, and discusses the impact of organisational culture, referencing Handy's culture model and the Kubler-Ross grief cycle. The analysis covers motivation strategies, employee influence, and conflict resolution within the context of Boohoo, offering recommendations for enhancing organisational effectiveness and fostering a positive work environment.

Organisational theory
and practice

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK...............................................................................................................................................3
CONCLUSION..............................................................................................................................10
References......................................................................................................................................11
Books and journals:...................................................................................................................11

INTRODUCTION
The report aims to present various theories, models for organizational culture and management.
A business enterprise work on the basis of various theories and practices which provides an
effective working criteria for managers and employees. Organizational culture defines set values
and beliefs for working and leadership styles follow effective strategies to complete the targets
within team. Therefore, all these strategies are useful for effective management practices as he
management binds all the organizational functions together s ad work will flow smoothly and
accordingly (Wagstaff, 2019). The report will present different leadership style and motivation
factors through which an employee’s become dedicated and work into proper guidance. This
report is based on Boohoo Company; it was first established in 2006 in UK (Mars, 2020). The
company deals in clothing essential for both male and female. The report shows how their
managers are in different in roles and what change in the organization would lead to achieve
higher performance. All the organizational structure culture and motivation are playing important
role in order to maintain efficiency and effectiveness into organization. For that instance, this
report will present this act of power influence and conflict through Handy’s culture model, the
role of motivation strategies through McKinsey and Maslow's theory. Also, there is analysis of
different change Management Theory by using appropriate examples and recommendations.
MAIN BODY
TASK
Managerial style
Management is a continuous and produces function for every field. A proper management leads
to eliminate confusion and provide smooth functioning. In business organization management
play an important role which binds the entire organizational functions, resources , department's
all together in order to achieve a single goal of the company. In Boohoo Company, the
management hits differently into the organization as managers play different roles in order to
achieve their target by being trendy and represent a coordination and hierarchy into operations.
According to the story of mintzberg there are several manager roles which are necessary to

undertake decisions, regulate communication provide resources and higher individuals for
desired job roles. The managers are interpersonal informational and decision maker as per the
mintzberg managerial role (Watad, 2019). Also, as per the theory there are five essential
organizational structures that define how the organization work. these structure are simple
structure in which there are some Limited number of managers and they have different it
subordinates under their control. The second one is machine Bureaucracy in which every
department is entitled with their specific task and their responsibilities where decisions are taken
in centralized manner. Professional Bureaucracy is another organizational structure in which
freedom and independence is delighted to the managers where they could take decisions freely.
Divisional form of structure in which work is divided for each divisions and they are responsible
to manage their own task and activities (Marin, and Pereschica, 2017). The last organizational
structure is adhocracy in which organization is not being formal and the employees are managers
are highly flexible which can manage the work as per their own decisions. In context with
Boohoo Company, they follow machine bureaucracy in which department's of cloth are
categorized as per the age of 16 to 30 years old. Every department is responsible for their own
task and the decisions made by senior managers so that it will define ordination and managers
are play their role by being the leader and decision makers. The CEO of company at as an
entrepreneur which plan and create the new ideas, organize resources and navigate it to the
whole of department. Therefore, managers in different roles make the management more
functioning and feasible so that it reduces the situation of conflict and promotes easy flow of
information, eliminate delays and procrastination. This theory evaluates that managers need to
play a vital role for an effective management functioning (Sukhankina, and Ogorodnik, 2018).
Improper management leads to create many hurdles and does not significant for Organizational
objective. The CEO of Boohoo company presents different roles by being motivator, leader an
entrepreneur and speaker for providing better information and innovation into the organization.
Change in organization
Change is a vital component for every organization to bring in the effective strategies, policies
and standards. The change in organizational structure will eliminate the disparities and
inefficient practices that could lead to improper management. Change brings can you strategy or
function which is far better than the previous one and that could result in in better operations. In

the organizational structure of boohoo company as they follow machine bureaucracy in which
the departments are entitled with their own responsibility but they do not have rights to take
decisions and make proper communication for this become a issue for the company through
which they are not providing labor supply and do not evaluate best practices for their employees.
The company currently facing labor issues through which the management become less effective
and it take higher cost to their operations due to lower guidance commerce centralized working
environment in proper communication and many more (Gordon, and Pollack, 2018). As per the
Lewin’s three step model the change has been planned by the managers of Boohoo Company
which is depend on lean system approach. As change is necessary whether it is people operation
or process. Employees will become more skillful and table of doing high quality work and the
process will automatically get effective. The three steps are increasing , changing or moving and
refreezing these three stages define that the manager needs to unfreeze the management structure
by analyzing its performance and check the results whether the structure is been effective for the
organization or not. By increasing the strategies managers could make a move or change the
whole scenario again and then the freeze it so that all the management policies that regulate into
the organization and what will be done according to that. In Boohoo Company as the labor issues
arising , they need to make a sustainable change which gives standard work , efficiency and
liberates that are matched with their capabilities and specialization. The lean model approach
provides support to the people in order to make them efficient by reducing the wastage in time
inventory resources and processing. As per the ADKAR model, before changing the organization
it is necessary to make change in an individual. It believes that organizational change when only
can happen after an individual change. Which guide and eliminate the hurdle come in the way a
of individuals change (George, Walker, and Monster, 2019). For that instance, Boohoo Company
needs to first identify the milestones, give targeted dates and interrupt the gap so that the change
will be implementing effectively. The manager needs to adapt effective tools and strategies by
providing their employees guidance and awareness regarding change which will enhance their
knowledge and make them more superior and able to work in flexible situations. ADKAR define
awareness Desire knowledge ability and reinforcement which shows the need, support, skills and
behavior regarding sustain the change.
Leadership style

Leadership is all about guiding, motivating setting paths and goals for the team and subordinates.
A leader find the best Strategies and style to become a innovative and inspiring leaders for that
the employees work on the basis of the instruction and follow all the criteria of working.
Leadership defines motivating people in order to achieve a single goal. The employees get
instructions and training from their leaders which have a large impact on their personality
capabilities and skills. A leader is the one who inspire their team and make sure to complete
assigned work before deadline and create a contribution in development of team members. There
are various leadership styles that define different role and behavior of leaders. These styles are
autocratic , authoritarian democratic , coaching and laissez fair style. Autocratic style defines the
prominent role of leader who is the smartest personality which takes all the decisions and expects
a good return from team members. These leaders are effective in decision making and that's not
allowed the members to take participate in. Leaders who behave authoritarian style are much
confident and believe in engage in their followers within their decisions and take the lead to
achieve a single goal. In democratic style the leader provide an opportunity to take participate in
decision making by giving their opinions and ideas as these leaders believes in working together
so that employees also feel motivated and valued (Çalışkan, and Gökalp, 2020). In coaching
style, the leaders play important role in by acting as a coach who defines, guide and monitor the
activities of team members. At last, in laissez fair style, the leaders does not involve in decision
making or fulfilling their responsibilities. This style is not meant good for organization. In
Boohoo Company, leaders are following autocratic in which leader is all doer of team
performance and be the smartest; they take decision as per their own. In order to enhance the
organizational effectiveness, the leader’s needs to change their leadership style as per the theory
of Rosabeth kanter which define the change is an integrator part of employees which involves
their behavior and attitudes into workplace. This theory suggests that employees must be given
power and provide effective training which enhance their knowledge and skills (Singh,
Selvarajan, and Tripathi, 2019). As per kanter’s change theory, the leaders of company must shift
on democratic style in which the employees will give a power to make their opinion and
contribution into giving new ideas and opinions through which they will improve their
knowledge and become creative which will be in favor of organization. In order to achieve the
goals and establish long term position, employees contribution is necessary which is in hands of

leaders so that they need to adopt an effective style in which employees feel motivated and
engaged in organizational activities.
Impact of culture
Organizational culture defines the values beliefs and standard they maintain while practicing
business activities, involving human resource and providing Customer services. An organization
maintains different cultures through which employees and managers are aware about their
powers roles duties appointment and delegation of authority and responsibilities towards
organization. This culture maintains a hierarchy and coordination among departments so that
communication will flow effectively and work will be done in a smooth manner. Theory of
handy culture model, it defines that culture has a strong impact on the management. Suresh
model, it has been defined that how an individual get motivated, in hand there learning and
expectations from organization which change their behavior and attitude while working. Handy
four cultures are power, role, and task and person culture. The power culture show that the power
will flow down too low and the top authorities has the most power of decision making and
providing instructions which become a bias among the employees as every person wants to take
the power and influence their role into organization (Borbély, and Caputo, 2017). The role
culture defines individual responsibilities and powers through which they could provide Orders
and regulate a bureaucracy. The individuals have strict communication and style to define their
powers. The task culture define that members are assign with their tasks and role in order to
complete within time period so that the empowerment and flexibility will be based on their
performance. Therefore it has highly impact on Boohoo Company as the powers are only in
hands of top management which create influence and rise conflicts to take the positions as the
company does not and promotions at very often. So that, influence and conflict has also effect on
the effectiveness of company through which they lacks with coordination and together efforts.
As per the kubler Ross grief cycle, there are five stages through which an employee goes that is
Daniel anger bargaining depression and acceptance (Potraand Pugna, 2021). By not getting what
an employee from organization will lead time to in these five situations. Daniel situation, a
person could easily overcome with the loss and does not criticize any other people for snatching
their opportunity. Where as in anger, employees may take ineffective decisions and blame the
life for not makes them successful. The other three stages define the utmost urge of getting

something for which employ good Bargain and if it did not get them they goes to the depression
stage and sometimes accept the reality.
Motivation
Motivation plays a vital role in making an individual involved and successful into their work.
Motivation gives a strong feeling of working in respect of getting something valuable which
complete individual goals. Organization focus on motivating employees as much as they can due
to which organization need to make factor strategies in terms of employee welfare giving
appreciation and appraisal, provide career opportunities and many more. This could be
understood by Maslow theory of motivation which defines five stages such as psychological,
safety love and belonging Esteem and self actualization needs through which an employee love
their journey into organization. Psychological need provide basic amenities like food, shelter,
clothes, and water through an employee could survive in the world. After attending this need an
employee wants their safety and security for not losing job. Love and belonging needs makes the
individual affirmative and emotional about relations which they want to make within the
organization. They crave for affiliation, care from family and friends. Self esteem means makes
an individual confident and strong personality (Albrecht, Breidahl, and Marty, 2018). At this
stage, employees required to get respected and honored which motivate them to work harder.
The last stage of this theory define a complex stage which is never ending that is self
actualization in which an individual expecting more powered pet and the highest position they
could grab for which they work dedicatedly. These elements of an individual journey make them
motivated to work hard and contribute their immense knowledge for my skills and power into
organization. In Boohoo Company, the organization provides psychological, love and belonging
and Esteem needs but they are not able to provide safety and self actualization means for the
employees as they could not retain them for longer period of time (Müller, Drouin, and
Sankaran, 2019). The company needs to more focus on individual’s behavior and attitude so that
the managers should know about what they expect from organization. As, the employees are the
strongest resource which contribute in brand awareness and building reputation into market. The
company starts treating their employees as a Priority and provides them with the basic facilities
like good working environment; appreciate for good work, career opportunities. Boohoo come
under the allegations of worker exploitation and not providing the support in factories for the

workers working in factories. This can lead to motivate the workers and the company can lose
the talented workforce.
Justification:
Management is a vital function for every business operation. As the organisation aim for
smooth working reduce wastage and promote efficiency so that profitability and productivity will
be maintained. Due to effective management, companies like Burberry, Zara are taking immense
growth into fashion industry(Meng, and Berger, 2019). As the Zara has sustainable business
which influence on employee’s motivation as well as the leaders are highly professional and
dedicated into their work. They follow democratic leadership style in which the trendy clothes
and fashionable outfits are come from innovative solutions by engaging employee’s ideas. They
follow and attractive culture in which standardization and luxurious brand take place. Zara and
Burberry both define as a luxurious clothing brand which enable online and offline selling.
Organisational theory and practice reset a profound structure and culture for many companies
like Tesco and Sainsbury’s. In which, the company run a flexible structure in which employees
get avail opportunities as well as get valued for their hard work (Martin, 2019). The culture of
power role and task are innovatively designed by these companies. Mainly Tesco managers put
emphasize on recruiting employees from the existing ones so that they could utilize resources
and maintain brand reputation. Therefore, it has evaluated that organisational policies and
strategies must be in favour of employees and every individual who has worked for the success.
It shows a strong image and welcome opportunity of foreign and international business.
Companies like forever 21 are facing many crises due to employees turnover, many stores and
outlets gets closed down due to losses in operations. These are causes of ineffective management
and organisational culture that impact on coordination and profitability of organisation.
Recommendations:
From the above discussion it has identified that organisation practices are based on
theoretical and principles which define exact working criteria for managers and employees of
organisation. For that instance, it is recommended that the boohoo company needs to put a
Priority focus on that employees and Labour force which are the main doer of company.
Ineffective management and conflict culture will raise employee turnover and lead to de-
motivation among them. Therefore the company needs to focus on effective policies and

Standards that define whom to approach and who are the top management so that employees will
not feel less valued and take wise decisions. Also the boohoo comes under a reputed brand which
make their collaborations with celebrities but now they came to you are least sale due to labour
exploitation for that instance, they must hire employees according to skills, capability and
suitability as for the organisation department. In order to rise the company name and create a
long-term expansion of the company please to come with varieties of offered and make a
sustainable business through which customers will get keen to try quality products with
minimum price range. The management must involve proper communication and guidance to the
Employees so that they will work for the benefits.
CONCLUSION
The report came to conclusion of organisational theory and practice which define its significance
by respective an effective theory like Maslow, Lewins’s and many more. These theories have
helped in defining The Change management and the influence of power culture into organisation.
Also, it has identified that motivation an extreme need for employees that must be fulfilled as per
their journey. By providing basic need job security and other self-esteem elements. Also relevant
recommendations are provided in order to become a successful entrepreneur by developing
management theories and regulate change whenever needed.

References
Books and journals:
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Cognitive Dissonance, Sense-Making and Attitude Change. Kuram ve Uygulamada
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George, B., Walker, R.M. and Monster, J., 2019. Does strategic planning improve organizational
performance? A meta‐analysis. Public Administration Review, 79(6), pp.810-819.
Gordon, A. and Pollack, J., 2018. Managing healthcare integration: Adapting project
management to the needs of organizational change. Project Management
Journal, 49(5), pp.5-21.
Marin, P. and Pereschica, P., 2017. Becoming an Hispanic-serving research institution: Involving
graduate students in organizational change. Association of Mexican American
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Mars, M.M., 2020. Inter-organizational dynamics and the ecology of localized
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Martin, J., 2019. Deconstructing organizational taboos: The suppression of gender conflict in
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Meng, J. and Berger, B.K., 2019. The impact of organizational culture and leadership
performance on PR professionals’ job satisfaction: Testing the joint mediating effects
of engagement and trust. Public Relations Review, 45(1), pp.64-75.
Müller, R., Drouin, N. and Sankaran, S., 2019. Modeling organizational project
management. Project Management Journal, 50(4), pp.499-513.
Potra, S.A. and Pugna, A., 2021. When Do Working Consumers Become Prosumers?: Exploring
Prosumer Characteristics for Organizational Value Creation Strategies.
In Encyclopedia of Organizational Knowledge, Administration, and Technology (pp.
2261-2277). IGI Global.
Singh, B., Selvarajan, T.T. and Tripathi, R., 2019. Psychological Empowerment and Employee
Outcomes in Mexico: The Role of Individual Power Distance Orientation and
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