Unilever Case Study: Leadership, Management Theories & Culture Impact

This report provides an analysis of leadership and management within Unilever, a multinational consumer goods company. It explores various leadership theories such as the great man theory, trait theory, behavioral theory, and situational theory, recommending the situational theory for Unilever's dynamic environment. The report also discusses management theories including scientific management, bureaucratic management, and human relations theory, emphasizing the importance of adapting these theories to different situations. Furthermore, it examines democratic, autocratic, and laissez-faire leadership styles, as well as autocratic and authoritative management styles. Finally, the report identifies factors impacting organizational culture development, such as top leadership principles and the nature of the business, highlighting the importance of employee engagement and equality. Desklib offers similar solved assignments and resources for students.

Leadership and
Management in the
Workplace

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
It refers to those capabilities of the individual which is important for them to influence the
behaviour and attitude of the employees in the organisation. Leadership and management is one
of the most important aspect of the modern day as it helps the managers of the organisation to
manage the employees and lead them in the direction of organisational objectives. Leaders are
the essential part of the company as the function of providing motivation to employees are
performed by them. The managers of the organisation are the key persons of the organisation
which provides leadership in the organisation. It is very important for the managers of the
organisation that they develop various effective leadership skills in them so that all the
employees of the organisation can follow the right direction (Ahmad, 2018) . The organisation
which is chosen here to demonstrate this report is Unilever. It is one of the multinational
organisational of United Kingdom and deals in consumer goods industry of United Kingdom.
This report states various theories of leadership and management in relation to the management
activities. It states various factors which influence the development of culture in the organisation.
It also states brief discussion related to the motivation strategy for the selected organisation.
TASK
P1 explanation related to theories of motivation
There are different types of leadership theories are developed in the market by the
experts. The main aim of these leadership theories is to aware the business organisations about
the importance of leadership in the organisation. The brief discussion related to different
leadership theories in relation to Unilever are given below:
The great man theory
It refers to those theory of the leadership which focuses on the criteria that the leaders are
born not made. It is one of the popular concept of 19th century under which most of the people
believe that leadership is an inherent quality of the individual . As per this theory of the
leadership, the management of the organisation does not make any skills training and
development programme for the employees and try to find the natural leaders. These types of
leaders are generally posses some natural qualities such as intelligence, courage, confidence and
intuitions.
The trait theory

This theory states that there are some natural qualities are present in the individual such
as courage and intelligence can create a effective leader but it is not right to say that if the person
have these qualities than they have effective leadership skills (Akhras, 2018). The leadership
skills of the Leaders requires proper training and development to be established in the personality
of the individual. It is possible that leaders are good communicators and listener but not every
good listener and communicator are the effective leaders.
The behavioural theory
It is one of the most important and valuable theory of leadership which states the
environment of person not their natural qualities makes them effective leaders. This theory of the
leadership focuses on behaviour of the the person which makes them effective leader in the
organisation. The most important and critical concept in behavioural theory is conditioning. The
conditioning states that the person or leaders of the company are act according to their behaviour.
It depends upon the behaviour of the leaders that what decisions they have taken in their
organisation.
The situational theory
The situational theory of leadership states that there is no particular style of leadership
should not be used by the leaders and it may be changed according to the situation. It is very
important for the managers of the organisation that they have knowledge of all the styles of
leadership so that any style can be used at a time of different situations (Alazmi and Alhajeri,
2022). The situational theory of leadership states that the good is one who has an ability to adapt
any style according to the situation. The ma/in feature of situational leader is that they are
flexible and change their behaviour and style according to the situation.
All the theories discussed above are very important for the management of organisation
as each theory has separates importance and scope in the market. The best theory for the leaders
of Unilever plc is situational theory of leadership. This theory requires to develop knowledge of
different styles of leadership in the leader so that they become flexible in different situations. The
leaders of the Unilever has to become more dynamic. It is very important for them that they
evaluate the situation effectively and use most favourable style of leadership in them.
P2 Explanation of different theories of management in organisational context

Management is related to those process under which the managers of organnisation has
plan and control the activities of the workforce. Management is the most important aspect of the
organisation as the efficiency and productivity of the the organisation are depend upon the
management of the organisation (Chan, Wang and Ybarra, 2021). The managers of the
organisation has controlled and managed all the activities so that the efficiency in business can
be achieved. It is very important for the managers that they have knowledge of different
management theories which can be used in the workplace of Unilever. The brief discussion
related to different theories of management are given below:
Scientific management theory
It refers to those theory of management which is developed by Fredrick Tylor with an aim to
understand the concept of management on the basis of scientific methods. This theory of
management states that the organisational managers can use different scientific methods to
manage the workplace. The philosophy of the Taylor focuses on forcing the employees to work
hard in the organisation so that the productivity can be increased. This theory states that the
managers of the organisation has assigned the roles and duties to all the employees according to
their abilities.
Bureaucratic management theory
The Bureaucratic management theory was developed by Max Weber, under which it states that
the managers of the organisation has to developed effective hierarchical structure in the
organisation. This hierarchical structure of the organisation helps the top level management to
flow rules and governance in the organisation (Chang, Chou and Han, 2021). There is separate
features are present of this theory such as division of labour, separation of personnel, chain of
command and organisational assets of the owner. The theory of max weber played an important
role in establishing standards and procedures in the organisation.
Human relation theory
The theory of human relation are developed by Elton Mayo which has conducted many research
in relation to development of those measures which are helpful to increase the productivity of the
organisation. The main focus of the Mayo are based on changing working condition such as,
timing, length and lighting in the organisation. He states that the changes take place in the
organisation are not for the results but to make the employee more competitive and productive

in the organisation. The theory of human relations are also focused on the motivation of
employees in the organisation.
The management of Unilever has operate their business in many parts of the world which
has huge number of employees working in the organisation. The importance of management are
very high in the organisation for the management of employees in the workplace (Chou and
Ramser, 2019). It is very important for then managers of Unilever become dynamic so that they
can use different theories of management in the organisation according to the situation. It is very
important for the management of the organisation that they have proper knowledge about the
management theories so that it can be used in the organisation.
P3 Explanation related to different styles of leadership and management which helps the
management to lead people in organisation.
Democratic leadership style
It is one of the important style of leadership under the critical decision of the company are taken
by the managers of the organisation. In this type of leadership style employees has power to
express their opinion and suggestions in the organisation without any fear and their opinions has
to be considered in the management (Clarke and Taylor, 2018). This style of leadership
promotes the creativity and innovation in the organisation which makes the organisation more
competitive in the market. There are different countries are present in the world which uses this
style of leadership so that their employees can be stay motivated.
Autocratic style of leadership
In this style of leadership the management of the organisation takes all the decision of the
company. All the decisions of the business are taken by these peoples and the employees of the
organisation has to follow the orders of these employees without any questions. Th level of
innovation and creativity are very low in this type of leadership because of low employee
engagement.
Laissez faire
This style of leadership is opposite to the autocratic style, this style states the delegation of
authority to different personnels of the management. It focuses on the development of teams in
the organisation and assigned them proper power so that they can act smartly in the organisation.

This style of leadersship does not have any supervision framework because the Laissez faire
does not have more time to supervise employees as they have many other projects in the
organisation.
Management style
Autocratic management style
This style of management are focuses on the Top down approach of the management under
which all the decisions and orders are flow from the top level management to employees. The
communication followed in this style of management are one way under which the low level
employees does not have any framework to interact with senior executives of the company
(Gigol and Sypniewska, 2019). All the decision of the workplace are taken by the management
and the employees has to follow them. The level of control on the employees are very high by
the management in this management style.
Authoritative management style
It refers to those style of the management under which the organisational managers has
communicate those measures to the employees which they want to complete. All the employees
has to comply with the orders and those employees which neglect to follow faced punishment
from the top level managers of company. Under this measure of the organisation , the managers
of the organisation has developed effective supervision framework in their organisation so that
the performance of all the employees can be evaluated from them
P4 Factors which impacts the development of organisational culture
The culture is related to the tradition and custom followed in the organisation. The culture
followed by the management in the organisation played an important role in the success of the
Unilever in the market. If the culture of the organisation promotes the equality and benefits of
the employees then it becomes favourable for the company. All the employees of the
organisation becomes motivated towards the organisation which in result increases the
productivity. There are different factors are present inside and outside the organisation which
influence the development of organisational culture and the brief discussion related to the same
are given below:
Top leadership principles

The leadership principles developed by the top level managers of the organisation has a serious
impact on the development of culture. If the leadership principles promotes the employee
engagement in organisation then it becomes effective for the development of Effective culture in
the organisation (Kasmawati, Sudarya and Zakaria, 2021). The management of Unilever arr one
of the dynamic management of the world which always think about the engagement of the
employees. It is necessary for the management of the organisation that they develop effective
leadership framework in the organisation.
Nature of business
The nature of business plays an important role in the development of organisational culture
because if the nature of the business has great importance of the employees such that hospitality
then the culture of the organisation becomes more valuable for the employees because of huge
dependency of business on the employees. The management of Unilever has operate their
business in Consumer goods market where the productivity and accuracy of the employees are
the important aspect. The culture of the company always focuses on the promotion of employee
benefits and motivation so that the employees becomes more connected to the organisation.
Client and eternal parties
The customer of the company has played an important role in the development of organisational
culture. If the customer of the company are upset with the behaviour and service of the
employees then it becomes negative for employee growth which decreases the morale of the
company. If the customers of the company becomes happy with the employee behaviour and
services then the possibility of employee upliftment are increases which increases their
confidence (Kersh, 2018). The management of Unilever has huge number of customers so it
becomes important for the employees of the organisation to make the satisfied with their
services.
Recruitment and selection
It is one of the important factor which has impacted the culture of the organisation because it
depends upon the recruiters of the company that what type of employee they have select for the
organisation. If the managers has recruited those employees in the organisation which are
dedicated towards the work and becomes more sensible then the culture of the company becomes
favourable. If the managers of the organisation has employees those employees which are not

motivated towards the work and created conflicts in the organisation then it becomes negative for
the development of positive culture in the organisation.
P5 Briefly explain the effective motivational strategy which helps to achieve the goals and
objectives of the organisation
It is related to those process of the organisation which is used by them to derive the
behaviour of employees towards the achievement of organisational goals and objectives. The
motivation of employees are very important because most of the business becomes complex
which requires effective enthusiasm in employees (Lu, Zhang and Jia, 2019). the number of
employees are present in the organisation and all have different needs and desires in the
organisation so it is essential for the managers of the organisation that they analyse these needs
and fulfil them so that the employees stay motivated towards the organisation.
Motivational strategy refers to those strategy of the company which is developed by them
to make their employees motivated towards the working for the organisation . There are different
type of factors are present in the market as well as inside the organisation which influence the
motivation of employees. It is essential for the managers of Unilever that they effectively
evaluates these factors and then develop effective motivational strategy for the company so that
the chances of deviations can be minimise. There are different type of motivational strategies are
present in the market which can be used by the management of Unilever and the brief discussion
related to the same are given below:
Trust
It is one of the important motivator of the organisation which deals with the trust factor of
the organisation on employees and employees on the company because because it is a two way
street. It is very important for the employees that they believe on their managers that they are
working for the interest of them (Mostafa and Shen, 2019). It is also essential for the managers
of Unilever that they believe employees are working for the betterment of organisation.
Rewards system
The rewards and incentives act positively for the motivation of the employees and it
becomes essential strategy for motivation of employees. The management of Unilever can use
different types of rewards and incentives for the employees under which the workers of higher
performance are rewarded with different incentives. It is very important for management that
they develop effective framework in their organisation which evaluate the performance of the

employees so that the valid judgement can be made in relation to reward of the employees. The
managers of Unilever has provide many incentives to their employees.
Recognition
Recognition is related to those motivational strategy of the organisation under the
employees who has performed effective in the organisation are provided different types of prizes
in front of all other employees. This strategy of the company are very helpful in the development
of motivation in employee because employees get special respect from the employees which
satisfies their esteem needs (Pounder, Stoffell and Choi, 2018). This strategy of the company not
only motivate the rewarded employee but also motivate other employee to make outstanding
performance. The managers of Unilever has developed this strategy by organising different
recognition programme in their organisation such as employee of the year and many more.
Career development
It is the most valuable and important strategy of motivation because most of the
companies of world used this strategy to motivate the employees. All the employees of the
organisation has one similar goal which is their career development. These employees requires
considerable growth in the organisation so the needs of their career can be satisfied. It is essential
for the management of Unilever that they develop considerable growth opportunities in their
management so that the employees can work hard to grab these opportunities.
Happiness
The happiness of the employees in the organisation are the important factor of motivating
employees. It is essential for the management of the organisation that they develop effective
culture in the organisation which motivates the employee engagement in the organisation. The
culture of the organisation should promote the employee friendship and benefits which makes
the employees happy towards the organisation. There are different types of organisations are
present in the world which has developed effective friendly culture in their organisation. The
managers of Unilever has developed this strategy by organising different happiness programme
in their organisation such as employee of the year and many more.
P6 different management and leadership approaches for the continuous improvement
There are different approaches of management are present in the market and each approach has
their separate importance. The importance of these approaches are very high in the management
because the organisation has to deal with different dynamic situations (Sholikhah, Wang and Li,

2019). Each problem arises in the organisation are of different nature which require dynamic
mindset from the managers of the organisation. If the managers of the organisation want to
improve the performance of the organisation then it is essential for them to develop effective
management in their organisation. There are some examples of business situations are given
below which enables the management to use different approaches.
The autocratic style of leadership are one of the rare used approach of the leadership
which is used by only few leaders of the world. The threat of demotivation of employees are very
high in this type of leadership approach. This approach of leadership are used by the
management in those condition where the business requires quick decisions from the
management. It is very important for the management of the organisation to develop effective
approach in their management so that they become successful in the market.
CONCLUSION
The presence of leadership and motivation are the important aspect of the organisation because
these frameworks helps the organisation to develop competitive workplace in the market. It is
sufficient for the managers of the organisation that they develop effective strategies of
motivation in their organisation so that employees are working for the organisation. This report
concludes various theories of leadership and management in relation to the management
activities. It concludes various factors which influence the development of culture in the
organisation. It also concludes brief discussion related to the motivation strategy for the selected
organisation. There are different factors are present inside and outside the organisation which
influence the development of culture in the organisation are concluded in this report.

REFERENCES
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