Analysis of Leadership, Motivation, and Team Effectiveness: A Report

This report provides a comprehensive analysis of leadership, motivation, and team dynamics, using Johnson Whixley as a case study. The report explores the team management style employed by the company, emphasizing its focus on rewarding employees and fostering a positive work environment. It delves into the impact of organizational culture and structure on effective transitional change, highlighting the importance of open communication and supportive management. Furthermore, the report examines motivation strategies, including Herzberg's two-factor theory, and discusses how Johnson Whixley builds effective teams through various techniques such as competitive remuneration, recognition programs, and engagement activities. The report offers insights into how the company fosters employee engagement and productivity through leadership practices and organizational strategies.

Running head: ORGANIZATION BEHAVIOUR AND MANAGEMENT
ORGANIZATION BEHAVIOUR AND MANAGEMENT
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Table of Contents
Introduction..........................................................................................................................2
Question 1: Structure, culture and leadership......................................................................2
Question 2: Motivation and effective teams........................................................................7
Conclusion.........................................................................................................................13
References..........................................................................................................................14

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Introduction
A leader is a person who has the ability to lead a group of people by providing them
proper guidance, support and motivating them in order achieve a common organizational goal. A
leader motivates his employees in order to improve the performance of the employees and
thereby improve the overall productivity of the organization. A leader can also help in
motivating the employees for carrying out an organizational change effectively. In fact a leader
has got a major role in carrying out organizational transition. Employees can be motivated
through different methods such as better rewards and recognition, supporting a culture of open
communication and other similar techniques (Cava and Lankshear 2019). Effective teams
include all those teams which make use of open communication, better role description,
appropriate leadership, have clear objectives and that supports and trusts each other in order to
achieve the organizational objectives. Moreover effective teams can be formed by motivating the
employees to work in coordination with each other and by showing them the bigger picture. The
main aim of the paper is to discuss about role of leadership and the way effective transition
within the organization can be supported by structure and culture of the organization and also
discuss about the way effective teams can be formed through motivation of the employees. The
paper will discuss about the role of leadership at Johnsons Whixley and the way the
organizational structure and culture can lead to effective transitional change within the
organization and also the wayJohnson of Whixley builds effective teams through motivation.
Question 1: Structure, culture and leadership
Leadership refers to the ability of an individual to lead a group of people by guiding
them, motivating them and by showing them a direction towards achieving some common

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organizational goals. Leadership style refers to the style adopted by the leaders in order to get
their work done while also maintaining good relationship with the employees of the organization.
The leadership that is used at Johnson of Whixley is that of team management style because the
leaders of the company aim at not only improving the overall productivity of the employees but
also aim at rewarding them continuously to keep them motivated and in fact they believe in using
a carrot and stick approach for keeping its employees motivated. The leaders of Johnson of
Whixley make use of a flexible and imaginative approach foe rewarding its employees both
permanent and temporary. Moreover the larders of the organization believe in recognizing the
work of the employees in form of different benefits being offered to them.
Moreover various hot spot regards are offered to the employees in order to recognize
their performance and to motivate them for same work. Therefore according to the grid theory of
Blake and Moutan, there are five leadership styles. These leadership styles include-
impoverished management, country club management, task management, middle of road
management and team management. Impoverished management style includes all those leaders
who are only concerned with protecting their position in the organization and therefore they do
not have any concern for either production or people. These leaders are therefore unable to get
either better performance from employees or maintain better relationships with them. Country
club leaders are the ones who pay too much attention in maintaining good relationship with the
employees and therefore fail to recognise the importance of production and are unable to get
higher production from the employees. Task management includes all those leaders whose main
focus is on getting maximum production from the employees and therefore these leaders fail to
give importance to maintaining good relationship with the employees and as a result they fail to
achieve the maximum performance from the employees.

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It is only the team manager who knows how to maintain a proper balance between
productivity and relationship such that the employees of such managers tend to outperform
themselves because they are satisfied with their jobs and feel completely motivated to do their
jobs. The team leaders can help in creating such a work culture where there is open
communication such that the employees can easily communicate about the issues that are being
faced by them and such that the management can discuss about any changes that they have
decided to make openly with the employees of the organization.
Figure 1: Leadership approach according to managerial grid

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Source: (Burke 2017)
Organizational culture refers to all the value, beliefs and shared assumptions that are
deeply rooted in the organization and which also determines the behaviors of the employees
within the organization. The leaders have a major role in determining the organizational culture
and therefore in carrying out organizational effectively. This is so because leaders have a
powerful influence over the organizational culture and they also determine the way the
employees perceive their work. The leaders of the organization can help in developing the
overall environment of the organization by leading by example that is the leaders are the role
models in the organization and therefore employees usually follow whatever the leader does and
tries to do the same and therefore if the leader supports a positive work environment the same
will be followed by the employees of the organization. The leaders need to engage the employees
of the organization by creating a vision and sharing the same with the employees of the
organization.
The leaders need to make sure that the employees understand the vision of the
organization and by explaining them how each of the employees can play a role in achieving the
vision of the company. This is possible only by creating a culture of open communication within
the organization. Further the leader also needs to ensure that the behaviors of the employees
reflect the organizational culture and in order to ensure the same different policies and practices
can be prepared by the leader in the organization. The organizational culture at John Whixley
company is one which help in employees motivation through effective rewards and recognition
of employees. The company believes in recognizing the efforts of the employees through a carrot
stick approach. There are also hot spot rewards and recognition at place for immediately
rewarding the actions of the employees.

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Organization structure on the other hand refers to defining how the different
organizational activities are directed towards achievement of the common goals and objectives
such as tasks, allocation, supervision and also coordination. The leaders have a major role to play
in determining the organizational structure. This is so because the leader’s style has a major
impact on the organizational structure. For instance in case of an organization where there is
autocratic leadership in place then the organization structure will support a top down style of
operations. Then the organization structure tends to be narrower The leadership style that is
adopted atJohnson of Whixley of is that of participative leadership style and the same has a
major impact over the organizational structure because the structure of the organization in case
of such leadership will be one which will support empowerment of all the employees and give
them the power to carry out the activities according to their decision-making. In this case the
organization structure will be one which will be flatter or broader which implies that all people
within the organization are given equal power for making decisions.
The organizational culture and structure has a major role to play in carrying out
organizational change. This is so because if the organizational culture is that of open
communication and support then the employees will be able to adapt to the organizational
changes in a more effective way than in case of any other type of organizational culture.
Moreover employees are more prepared for changes when the management communicates about
their decision to carry out organizational change from beforehand and also takes their opinion in
order to carry out the same. Therefore in case of organization where there is open
communication and support and the employees are already informed about the change they feel
that the organization values their participation in the change process and also their opinions.
Moreover where there is a supportive management, the employees know that they will be

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supported throughout the change process and therefore support the same decisions but where the
employees have a fear that they may not be getting support they will resist any form of change.
The same view is supported by the organizational structure and this is so because the
organizational structure is also dependent upon the organizational culture. Moreover in order to
adapt to changes it is necessary for the organization to have a culture of flexibility and openness
which will also be dependent upon the leader. Therefore if the leader of an organization can lead
by change then the employees get motivated to follow the same.
Question 2: Motivation and effective teams
The term motivation refers to the desire of an individual to act or not to act in a particular
way and therefore the term motivation includes the reasons for acting or not acting in a particular
way. According to the Herzberg two factor theory there are two main factors that determine the
motivation of the employees in an organization and these includes the hygiene factors and the
motivational factors (Alshmemri, Shahwan-Akl and Maude 2017.). The motivational factors
include- achievement, recognition, responsibility, the work itself and also include personal
growth factors and on the other hand the hygiene factors includes- the work conditions, the
remuneration, supervision, relationship and other factors. According to the theory there are
certain factors that cause satisfaction of employees those are called the motivational factors and
on the other hand there are some other factors that cause dissatisfaction of the employees and
includes the hygiene factors. The organization should ensure that the motivational factors are met
while the hygiene factors also needs to be looked after. Therefore in case of Johnson of Whixley
the motivational factors are taken care of along with the hygiene factors to ensure that all those
factors that lead to employee dissatisfaction are the lowest.

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Figure 2: Herzberg two factor theory
Source: (Alfayad and Arif 2017)
Organizations get their work done through the teams within the organization and
therefore it is necessary to keep the employees motivated. When the team members are
motivated then the teams can accomplish anything. Therefore organization makes use of
different techniques for the purpose of keeping its employees motivated such as- paying the
employees properly such that they feel that they are being paid according to the work done by
them, it becomes necessary for the organization to provide a proper work environment for the
employees, provide opportunities for self-development to the employees. In addition to these, the
organization tries to foster collaboration within the organization, provide employees satisfaction,
organizations avoids punishing the failures, setting clear goals and by avoiding meetings that are
useless.

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Similarly the company under study or Johnson of Whixley also makes use of a number of
strategies to build effective team through motivation. Some of these strategies include- Effective
remuneration package of the company, frequent pay rises, attendance recognition, profit share
bonus, different engagement activities, carrot stick approach and also engagement activities. In
order to keep the team members motivated such that they can contribute to their best, the
organization offers remuneration packages to the employees which is quite evident from the fact
that the benefit and reward strategy of the company is not only incremental but also helps in
recognising the performance of the employees. Moreover the benefits offered to the employees
of the company are in proportion to the size of the company. The company provides frequent pay
rises to its employees in order to maintain their motivation level. Moreover the employees of
Johnson of Whixley are paid a share in the annual profit bonuses by the organization through it is
not guaranteed.
These remunerative practices are carried out by the organization for the purpose of
keeping the employees satisfied with their jobs and motivated such that they can contribute to
their best (Bussin et al. 2017). The organization also recognises the attendance of the employees
and therefore tries to overcome the problems of absenteeism through attendance recognition
strategies. These strategies of the organization helps in ensuring improved employee’s
attendance and thereby improved productivity. The absenteeism of the employees has a negative
impact over the productivity of the organization. There are different engagement activities that
are carried out in the organization for the purpose of promoting the sense of job security among
the employees and making them committed towards the organization. Employees engagement
refers to all those activities undertaken by the company to improve the sense of commitment and
involvement of the employees and it is directly proportional to improved organizational

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performance. This is so because if an employee feels engaged to a company their absenteeism
reduced and their turnover is also reduced and moreover they take pride in the organizational
performance.
Moreover the organization also ensures a sense of commitment and engagement among
the employees of the organization by keeping the stress levels under control and managing the
same (Alcala 2017). There are different types of hot spot recognition to recognise the excellent
performance of the employees of the organization. These rewards are usually given for intensive
activities undertaken by the employees and also for all those employees who work even in
gruelling weather. The last strategy that is adopted by the Johnson of Whixley includes the
carrot stick approach in which employees are motivated through rewards in order get the best out
of them or carrot is offered to them for improving their overall performance and in the hand stick
is used or punishment is given when employees fail to meet their targets and the main advantage
of the carrot stick approach is that the employees will be motivated to work as along as the
incentive or the reward and recognition is attractive.
In order to understand the concept of team effectiveness it is necessary to understand the
factors that contribute to the same (Rico et al. 2019). According to Michael Lombardo and
Robert Eichinger there are seven main factors that affect the team effectiveness and these factors
can be classified into internal and external factors. The internal factors includes- trust, thrust,
talent, teaming skills and also the task skills and the external factors includes team leader fit and
the team support from the organization. For a team to become a high performing one it becomes
necessary for all the internal factors to be present and the same cannot be fulfilled and met
without the presence of a leader and organizational support.

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Figure 3: Team effectiveness model of T7
Source: (Prabhu, Rodrigues and Pai 2019)
An effective team is one which achieves the organizational objectives through open
communication between the employees, through establishment of specific objectives and goals
within the organization, by operating in a safe environment and also by solving problems
together. An effective team has different characteristics that actually sets them apart from
ineffective teams and these characteristics includes- open communication between the employees
of the organization, a good bond or relationship between the team members, having a
coordinated approach for solving different problems, managing time appropriately, defining the
roles of each team member properly to avoid any role ambiguity and an effective team has a
common goals (Choi, Kim and Kang 2017). An effective team works towards achievement of

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some common goals and objectives. This goal is usually unambiguous, all the team members
know it properly and there is a clear path to achievement. Moreover the objective and the goals
are agreed upon by everyone. All the team members of an effective team adopt open
communication such that all the members can easily discuss with each other and their leaders
about the problems that are being faced by them. Moreover all the team members clearly know
what is expected from them and therefore there is no duplication of tasks and any conflict that
may arise out of role ambiguity. Moreover the relationship between the team members is good
because of mutual trust and respect among the members of the team.
Some of the major attributes that are reflected by the team members and teams of
Johnson of Whixley includes- efficient and open communication between the team members, a
collaborative work environment, motivated workforce and also includes the urge of the senior
manager to build a sense of commitment among the employees by providing job security and
managing the stress of the employees (Mehta and Mehta 2018). There is an open and efficient
communication in the organization because the employees know properly that if they perform
efficiently than their efforts will be rewarded and they will also be given a share of the bonus.
Therefore there is clear understanding of the fact that if the employees work efficiently then they
will be also be rewarded for the same. Moreover the organization provides for a collaborative
work environment by providing the employees with the opportunity to develop themselves
properly for raises in the incentives. Employees are given a raise in their payments when they
contribute to improved performance (Alsharo, Gregg and Ramirez 2017). The organization also
enjoys the work of a motivated workforce. The workforce of Johnson of Whixely is actually
motivated because they are provided proper recognition and rewards for their work and they are
also given frequent raises in their pays. The employees of the organization know the fact very

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well that if they give their best then they can even get hot spot rewards for their strong
performance (Shuffler et al. 2018). Moreover the senior management of Johnson of Whixely has
a serious urge for developing the sense of commitment and involvement among the employees
by providing job security to them. This strategy for employee motivation is different from the
traditional techniques because the traditionally employers felt that the only best way to keep the
employees motivated is by paying them sufficient money and the traditional methods of
motivation failed to recognise the importance of job security. However it is necessary to create a
sense of commitment and involvement in the employees for helping them give their best and the
same is ensured to the employees of Johnson of Whixely through job security and management
of stress of the employees.
Conclusion
Therefore from the above discussion, it can be concluded that a leader plays a very
important role in carrying out organizational transition effectively within the organization.
Moreover the organizational culture and structure also has a major role to play in carrying out
effective organizational change. This is so because if the organizational culture and structure is
one which is flexible and open then the organizational changes will be supported by the
employees and the chances of resistance from the employees will also be lesser. A leader can
help in carrying out organizational change effectively by preparing the employees and by
keeping them continually informed about the decisions of the organization to undertake change
and similarly the leader need to explain the benefits of organizational change to the employees
by helping them see the bigger picture. Moreover from the paper, it is also understood that
effective teams can be formed through motivation of the employees. This is so because in order
to form effective teams it becomes necessary to keep the employees motivated such that they can

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contribute to their best to the teams and as a result the overall performance of the team improves.
From the paper it has also been understood that different imaginative benefits are provided by
Johnsons of Whixley in order to motivate its employees.

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