People in Organizations Report: Leadership, Motivation and Theories

This report provides an in-depth analysis of the role of people in organizations, with a focus on leadership styles, organizational structure, and motivational theories. It uses the example of Johnson of Whixley, a wholesale plant nursery, to illustrate concepts such as democratic leadership, divisional organizational structure, and the importance of employee motivation through rewards, recognition, and training. The report also explores Tuckman's FSNP model for team effectiveness, outlining the stages of team development and their impact on performance. It emphasizes the significance of organizational culture in facilitating transitional changes and fostering employee well-being, highlighting strategies like profit-sharing, early closures, and 'hot spot' rewards. The report concludes by underscoring the interconnectedness of leadership, structure, culture, and motivation in achieving organizational goals and adapting to change.

PEOPLE IN
ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
1. Structure, cultural and leadership............................................................................................3
2. Motivation and effective teams theories..................................................................................7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
HRM is the main part of the organization human resource plays various functions such as
planning, organizing, controlling and coordinating. Human resource perform various roles i.e.
recruiting, motivating, monitoring and introducing profitable strategy. The main goal of the HR
to meet company from their objectives by the helps of employees. That's why manager
encourages employees by resolving their issues relevant to work pressure, task complexity and
salary. Peoples refers employees who are the main assets for the company because they are
responsible for profitability or loss. Therefore, employees plays crucial role in the business. To
understand the concept of people in organizations there is an example of Johnson of Whixley. It
is wholesale plant nursery in England, UK. It is the largest commercial nursery organization in
Europe. Company has more than 90 members of staff. This report covers role of leadership
which exist within organization. It includes structural and culture of the organization which helps
effective transitional change.
TASK
1. Structure, cultural and leadership
Johnson of Whixley is the largest company of the Europe where organization have a goal
to improve employees productivity along with success. Organization adapts democratic
leadership because company has 90 staff members and wants to enhance around 200 staff during
seasonal peaks.
It is also known as participative leadership style where group of member are involved in
decision-making. The main goal of this leadership style is to fulfil employees needs as result
which lead to high profit in the company. Manager of the company adapts democratic leadership
style for meeting staff requirements and their expectation with the company (Abu Sultan and
et.al., 2018). Manager involves employees in various operations such as in decision-making
process, where promotes them to shares their ideas and opinion to manager for implementing
decision. Even manager encourages them to explore creativity at workplace which leads
protectiveness in the business. Democratic leadership posses effective characteristic i.e. honesty,
creativity, competency, fairness etc. leads effectiveness in the leader. While manager follows all

guidance during changing leadership style. Manager keeps fairness in decision which supports
employees to follow their leader. To retain employees for long-term with the company manager
introduces attendance recognition strategies which leads effectiveness in employees attendance
at job place. This strategy raise self-esteem of employees and inspires them to give the best
performance in the company. Manager introduces annual profit share bonus strategy that
improves employees task achievements and attendance. The main objective of the both strategies
to raise staff attendance in the company. Manager observes that both strategies can hold
employees for short time, not for long time. Therefore, democratic leader introduces rewards and
recognition strategy for the employees because self-esteem is matter for each employee in the
organization. Money is source of motivation which can keep employee motivated for short-time,
but recognition lead emotional attachment of the employee with the company. Recognition
motivate them for meeting company from their mission, so identification is major source of the
success (Zhen, 2017). To raise staff's working efficiency manager offer profit sharing strategy
which motive employee's to earn large profit along with bonus or incentives. Manager organizes
training development classes for the staff for improving their skills. While employees gets
chance to improve their skills which makes them eligible for getting rewards and recognition in
the company. Democratic leadership style helps manager to understand employees behaviour and
attitude in the organization. Democratic leadership style helps manager to understand employees
behaviour and attitude in the organization.
Based on the attitude and behaviour manager enables to explore various strategies that
leads equal profit in the company. For example manager offers reward strategy that motivate
employees to give the honest performance at workplace. On other hand organization gets high
attendance of the employee along with complete task. Manager offers recognition as result group
of staff inspires to perform themselves best which makes them able to get recognition. Thus,
manager is able to build good relation with them. Johnson of Whixley is nursery business where
large number of staff requires to perform various operations (Ukaidi, 2016). Manager observe
employees has time issues as well. To resolve time issue, organization allows for early closure
that appreciate group of employees to retain in the company. Johnson of Whixley offers “hot
spot” rewards for identifying strong performance which is based on the activity of employees
through heavy weather. “Hot spot” rewards is simple such as fish & chips in winter or freeze full
of ice cream in summer season. The main goal of this reward to maintain well-being of the

employee and inspires them to give high attendance during seasons. Democratic leadership style
supports manager to raise high productivity of the employee at workplace.
Structure and culture of the organization supports effective transitional changes.
Organization structure is a model for the culture which can implement for creating
organizational culture, on other hand culture guides how organization can be organized. Thus,
both structure and culture are dependent to each other because cultural value and norms both
leads compatibility in the organization culture. On contrary, task performance and achievement
etc. are implemented by the organizational structure model. Johnson of Whixley possess fruitful
culture for the employees because company has goal to meet staff objectives for maintaining
well-being in company. Organization structure is integral part of the organization because it
leads culture in the business. Johnson of Whixley posses divisional organizational structure
which gives control and coordination to manager (McNamara and McNamara, 2019). Divisional
structure also categorizes into organizational structure where members of team is aligned into
division. Each division posses crucial resources and roles within organization which supports
organization during transition in company. Organizational structure promotes organization to
explore new strategies which helps staff to improve their skills. Divisional structure gives values
to each department by assigning job responsibility. Organization culture which has been
described above that quite good because staff gets various facilities i.e. extra holiday, hot spot
award, early closure etc. which inspires employee to complete task on time and be honest during
task performance. Thus, organization culture and organization structure are crucial part for the
organization.
Johnson of Whixley permits staff to share their ideas regarding decision and gives them
values to listen properly, as a result employees gives their participation and shares their ideas
about in decision process. This strategy assists company to influence their values in front of
employees. Reward strategy i.e. annual profit, bonus etc. maintains well-being of staff from the
job. While recognition strategy leads sustainable success in company. Respect, values etc. are
first priority for the people because they expect where ever they give services, gets respect from
seniors or employees (Al Khajeh, 2018). Organization appreciates employee on their efforts
which encourage employees to work hard more. Hot spot reward also offers by the manager
during heavy season which makes happy to employee's for retaining and be attentive at job place.
Such kind of strategies supports employee's to improve financial conditions. On other hand

strategies alleviates number of task achievement in the company. Even thus kind employees
supportive culture assists organization during transitional change. There is an example to get
organizational cultural effect on the transitional change. Johnson of Whixley alerts employees
about stresses and limitation which can occur due to smaller business. To handle that situation
manager propose two situations where employees can choose only one situation. First situation
where they can appeal for the extra money in their wage, on other hand they can reserve their
own job safety. This type situation helps manager to keep employee with company and better
their working presentation. Overall organization tackle employees and inspires them for
supporting in transitional change. While employees helps organization for keeping safe their own
job securities. Thus, organization culture assists for effective transitional changes.
Organization structure is a framework who lead effectiveness in the culture because
hierarchy of structure express job responsibility and defines culture. For example Jonson of
Whixley has divisional structure where groups are classified into divisions and provides
necessary resources and functions which can use during decision-making or tackle challenging
situations. Employees supportive culture helps divisional structure to communicate freely about
task issues and assist team performance (Kegan and Lahey, 2016). Even divisional structure
helps business to play balance mode so that employees conflicts doesn't take place in the
company. To establish well-being, business provides annual award sharing strategy so that each
department act well and explore new ideas which helps to adapt transitional change. Thus,
divisional structure also supports during transitional change. Leadership style also helps to
maintain both organizational structure and organization culture in the company. Leadership style
gets situation and introduces strategies which leads protectiveness in the company. Johnson of
Whixley adapts democratic leadership to improve culture of the business and raise understanding
of each department by the organizational structure. Manager offers recognition and rewards
strategy for motivating employee's. Both strategy works in different forms such as rewards
inspire staff, while recognition appreciates department and make them feel integral part of
organization. Even manager offers extra holiday and early closure of business that leads
satisfaction in the employees for the job. Manager inspires staff to support in transitional changes
effectively.
2. Motivation and effective teams theories
Effective team theory

Tuckman's FSNP model is organized for the team effectiveness which is proposed by the
“Bruce Tuckman”. This model defines the Forming-Storming-Norming-Performing (FNSP)
model in 1965. Organization adapts Tuckman's model for influencing team effective. This model
classifies into four stages for achieving team effectiveness. Stages are-
Forming: It is initial stage where manager invites employees for meeting and forces them to
introduce themselves. Manager clarify goals and objectives of company to each employee and
permits them to share their opinions which can make more effective goals and objectives. The
main goal of this phase to lead collaboration between employees and management as result
effectiveness comes in work performance. This phase also helps staff to interact each other and
gives values each other by listening them properly.
Storming: It is second stage which supports staff to raise communication and shares their
feelings to each other which leads emotional attachment for them as result builds trust. Building
of trust leads team bonding (Jaques, 2017). Manager also encourages employee to do work as
team member. The main goal of the team building to lead understanding each other about
working styles and helps employees that how to work as team. This phase assists employees to
being part of team or prepares team. Generally team building leads conflicts and complaints
between employees initially but later on, as team member manages their relation by resolving
issues.
Norming: This stage supports team member to understand importance of working
together. As team member they begin to accept and stand team member conflicts for the keeping
member in the group (Argyris, 2017). In simple word norming stage defines significance of the
team member or group and also understand them how to lead group in team towards success.
Performing: when team member establishes trust between them as result builds strong
relationship between each other. Even each member of team encourages each other to perform
better and works together for achieving shared goal so that they get team success. Performing
stage improves team performance and makes them liable to accomplish same goal.
Adjoining: It is last stage which leads accomplishment of task means when task is
completed as result outcomes gets prospective, this stage evaluates effectiveness of team
building through the outcomes.
The main objective of the team effectiveness to improves their understanding and
knowledge about project and maintains transitional change by number of groups in team. This

model leads drastic change in Johnson of Whixley because it builds team of members, and they
help each other to clarifying objectives. Even team building supports each other to improving
their skills which helps for achieving success. Thus, manager leads effectiveness in team
members.
Motivation theory
The motivation theory is organized for motivation which leads effectiveness in company
culture. Organization applies Herzberg's motivation theory for motivating employees which
supports organization during transitional changes. Herzberg's motivation theory model also
known as two factor theory or dual factor theory (Fotaki, Kenny and Vachhani, 2017). This
theory leads job satisfaction by resolving dissatisfaction issues. Frederick Herzberg propose this
theory model in 1959 who describes that theory is based on two factor hygiene factors and
motivation factors. Johnson of Whixley uses this theory for raining employee to improve
performance and gives high productivity at workplace.
Hygiene factors: Hygiene factors refers job factors which is crucial for motivating
employee at workplace. Job factors doesn't give long-term satisfaction but essential for the job
performance at job place. Hygiene factors includes pay, company policy, physical working
condition. Fringe benefits, job security etc. which is essential for the job. Organization focuses
hygiene factor which attracts employee and maintains their well-being in company. Company
offers company policy and administrative policy which specify rules and regulation of the
company and keeps fairness and clear for the policies (Fiaz, Su, and Saqib, 2017). Even
organization includes flexible working hours and extra vacation for the employees it leads
satisfaction in employees for the jobs. Manager provides proper sitting facilities, air conditioning
room along with hygiene workplace. Even manager provides fridge and oven facilities to staff
which can use according to weather situation. It keeps happy to employees and inspires them to
give proper attendance at workplace. Jonson of Whixley offers fringe benefits means healthcare
policies. According to this policy employees and their relative can take advantage because
organization pays charges of medicine if employees is unwell. It leads satisfaction in the
employee and their families for the job. Manager encourage employee to work in team which
leads effectiveness in work and maintains culture in the company. HR offers direct
communication facilities where employee can communicate to each other regarding task
complexity. Manager builds good relationship with the employees by resolving their conflicts

relevant to work pressure, salary, safety issues. Johnson of Whixley also offers job security to
staff which assist staff to retain in company prolong time.
Motivation factors: Hygiene factor is short-term satisfaction factor which leads
satisfaction in employee for the job place and improves their productivity. On other hand
motivation factors are long-term factors which leads inspiration in employees for the prolong
time. This factors helps to lead sustainable success in the job. Motivation factors motivates staff
to give the high performance which leads high profitability in the company. Motivation factors
includes recognition, promotion opportunities, responsibility etc. which assist company to
achieve their goals. Manager observes that rewards keeps employees motivate for short-time
therefore organization gets short-term objectives. Recognition is the source of success which
keeps staff motivate for their job responsibility (Coghlan, 2019). To improve performance of the
staff, organization appreciates employees efforts on workplace which is identified by the
manager. Such kind appreciation improves self-esteem and motivates them to work hard more.
Manager gives challenges staff for checking their mind ability and collaboration in team. The
main goal of the challenge to prepare them mentally for each type situations. Johnson of Whixley
offers promotional opportunity for staff which improves their operational actions. On other hand
it is golden opportunity for the employee to get higher post by giving highly performance at
workplace. Manager assigns job responsibilities to each employee in the workplace which leads
concern in employees for their responsibility. Thus, Johnson of Whixley motivates staff for
giving more efforts during performing task and prepares them mentally for transitional changes.
Current strategies
Johnson of Whixley uses both theories motivational and team effectiveness theory for
improving their productivity and performance which supports employees to tackle situation
which organization can face due to smaller business. Organization uses Tuckman's theory for
lead effectiveness in team and understand them team building is essential for success. While
Herzberg's theory is applied by the organization to motivate employee's to be with organization
and supports organization during transition changes (Burke, 2017). Through the Tuckman's
theory organization prepares them mentally about situation and encourages them to work
together and inspire each other for accomplishing shared goal. While two factor theory through
organization offers company and administrative policies which inspires employees to retain in

the company. Beside of this company offers incentives strategy to employee which boost staff to
give the high performance and tackle upcoming situation. Current strategies are-
Job security: It is the first approach of the organization for handling transitional changes
which can occur due to small villages and can lead drastic changes in company(Bosse and et.al.,
2017). The main goal of the approach to satisfy employees about their job and retain employee
within company. Opposite side staff also get assurance that they become permanent employee of
the company can improve their post by performing well. Job security is the way of retaining
employees in the company and influences their productivity at workplace.
Annual award sharing : It is second approach or can say strategy of the organization
which is organized by the manager to influencing their working efficiency. Even employees gets
golden opportunity to earn high profit along with incentive by giving large number of task
achievement over the time, the main goal of the strategy to make them intellectual for the
transitional change which can improve their sense of humour for identifying opportunity and
loss.
Thus, both strategies are used by Johnson of Whixley for accomplishing long term goal over the
time.
CONCLUSION
This report can be concluded role of leadership which exist within organization.
Organizational structure and organizational culture has been summarized in the report. This
report has been concluded significant of the organizational structure and culture in effective
transitional changes. Motivation theory i.e. Herzberg's hygiene motivation theory can be
summarized in the report. Tuckman's theory has been concluded in the report. Current strategies
such as job security and annual award sharing has been summarized in it.

REFERENCES
Books and Journals
Abu Sultan, Y.S and et.al.,2018. The Style of Leadership and Its Role in Determining the Pattern
of Administrative Communication in Universities-Islamic University of Gaza as a
Model.
Al Khajeh, E.H., 2018. Impact of leadership styles on organizational performance. Journal of
Human Resources Management Research, 2018, pp.1-10.
Argyris, C., 2017. Integrating the Individual and the Organization. Routledge.
Bosse, T and et.al.,2017. Computational model-based design of leadership support based on
situational leadership theory. Simulation. 93(7). pp.605-617.
Burke, W.W., 2017. Organization change: Theory and practice. Sage publications.
Coghlan, D., 2019. Doing action research in your own organization. SAGE Publications
Limited.
Fiaz, M., Su, Q. and Saqib, A., 2017. Leadership styles and employees' motivation: Perspective
from an emerging economy. The Journal of Developing Areas. 51(4). pp.143-156.
Fotaki, M., Kenny, K. and Vachhani, S.J., 2017. Thinking critically about affect in organization
studies: Why it matters. Organization. 24(1). pp.3-17.
Jaques, E., 2017. Requisite organization: A total system for effective managerial organization
and managerial leadership for the 21st century. Routledge.
Kegan, R. and Lahey, L.L., 2016. An everyone culture: Becoming a deliberately developmental
organization. Harvard Business Review Press.
McNamara, S. and McNamara, A., 2019. Authentic simulated startups: Bringing the real world
into the classroom. Journal of Education for Business. 94(4). pp.209-216.
Ukaidi, C.U., 2016. The influence of leadership styles on organizational performance in Nigeria.
Global Journal of Human Resource Management. 4(4). pp.25-34.
Zhen, J., 2017, September. Application of Tuckman's Model in the Community Folk Team
Management in Community Education. In 3rd Annual International Conference on
Social Science and Contemporary Humanity Development (SSCHD 2017). Atlantis
Press.