Effectiveness of Different Leadership Styles

Effectiveness of Different Leadership StylesTable of ContentsExecutive reportIntroductionRationale and objectives primer coatMethodologyAnalysis of the findingsConclusionReferenceWorks CitedAppendixExecutive reportThis report is d bingle to compargon the powerfulness of different leadership styles in different organizations, explain how organizational theory underpins the practice of management, and evaluate the different approaches to management used by different organizations.The purpose, problems and objectives of the research are outlined in the introduction as well as background reading on both businesses. A methodology that explicitly tells how the researcher will go astir(predicate) conducting the research- methods and so on is also intromitd.The research begins here in section two the findings are analyzed and discussed. The objectives are restated then they are discussed, analyzed and evaluated respectively. A conclusion is also drawn from the whole report of importly g iving a reminder of the issues that exist.Harvard style referencing is used to cite where some of the education and acquaintance are obtain.Finally, there is an appendix which consists of an organizational chart for CDR.IntroductionRationale and objectivesThe importance of this research includes Firstly, to afford the researcher the opportunity to assume major roles in leading a project.Secondly, allowing the researcher to assume management and administrative roles in battle array to attain knowledge, understanding and the skills of these areas.Third, to prepare and coordinate operational plans, display effective self-development and time management skills to satisfy an organizations needsThe objectives of the research are to2.1 Compare the effectiveness of different leadership styles in different organizations2.2 let off how organizational theory underpins the practice of management2.3 Evaluate the different approaches to management used by different organizationsLeadershipBack groundCasa de Regalo is a nationwide confederation gift boutique established in 2009. It is located at Barbican Centre. They have ten dedicated and enthusiastic employees. Due to their unique tailor make products and function C.D.R is considered as the organization that satisfies seasonal giving needs. They specialize in a variety of unique merchandise ranging from specialty cards, flowers, toys and personalized printing services to specialty handcrafted gifts, jewelry, body essentials and customized apparel which are imported from your favorite places over the world. They also offer surprise delivery services. Providing exceptional customer service and customized products that are tailor-made to each customers personal style and also giving them the highest quality merchandises at an affordable price is our mission. We are aimed at making profit.KD consulting is a contain liability company established in 2008. It has twelve dedicated skilfuls. We are a mobile company but our ma in office is located in Montego Bay. Our company provides a variety of services ranging from identify highest-value opportunities to addressing the just about critical challenges and transforming enterprises. The trust and confidence in our capabilities that our clients are exposed to, is what differentiates us from other firms as well as our ability to enhance business performance, positivisticly marketing them and ensuring their likelihood of making profit or achieving their goals. CDR is an planetary organization with the mission of providing expert advice and solutions for clients, therefore assisting grim businesses to develop efficient plans for meeting their goals. Our aspiration strives through becoming the best consulting firm there is providing quality service to all animated and start-up small businesses that seek our guidance. We also aim to be recognized as partner of choice by our clients and being technologically advanced in our handle of expertise while remaini ng practical and business oriented.MethodologyThe research is to design a management firm which is hired to assess a small business on behalf of an investor to protagonist the company to explore the links between the organisation structure and finishing and how these interact and influence the behaviour of the workforce. In order to assist the company secondary research will be conducted.Secondary data collection is published information that is already available from other sources. The network will be my main source with its online dictionaries, articles, websites and books. This information collected from the secondary sources is pertinent to the objectives of the research. The researcher also used this type due to the fact that it is Inexpensive, information is easily accessible and immediately available and it will provide essential background to help to clarify or refine the research problem.The information accumulated is credible and is derived from the written work of aut horitative individuals such as Jatin Vaid.The research began on February 9th and proceeded to February 26th. Data was collected from several sources from the online sources in order to obtain information related to the United Kingdom (UK) and local business organizations..Analysis of the findingsCompare and contrast different organizational structures and cultureThe structuresThere are three main types of structure. Product, matrix and functionalProduct Division Structure -These are popular among international companies with many products. Products that are similar are grouped under one product heading e.g. Perfumes and Cosmetics, each CEO focusing on a single product segment for its global market.Matrix Division Structure This tries simultaneously to deal with competing pressures for global integration and local responsiveness. Institutes overlaps among functional and divisional forms. It allows individual groups to share responsibility for new operations and enables them to exchan ge resources and information more assembly willingly. Dis values includes not championing their groups unique needs, therfore eliminate the multiple knowledge (Vaid, 2012).Functional Structure Specialized vocations are grouped tally to traditional business functions. It is suitable for alliance with a narrow product line, sharing similar technology. Highly efficient and assist in maximizing economies of scaleThe culturesRole Culture focusses on rules, tasks, procedures and job descriptionsPower Culture power exercised by a one person with not much formal rulesPerson Culture the organisation is present for its members to benefit ofTask/Mission Culture goal based with rewards for achieving mission and goals1.2 Explain how the relationship between an organizations structure and culture can come to on the performance of the businessOrganizations are set up in specific ways to accomplish different goals, and the structure of an organization can help or hinder its progress towar d accomplishing these goals.There are three main types of organizational structure functional, divisional and matrix structureCulture consists of the shared set of an organization -the beliefs and norms that affect every aspect of work life, from how people greet each other to how major policy decisions are madeTypes of culture include power culture, role culture, person culture and task culture.1.3 Discuss the factors which influence individual behaviour at workThe major factors that influence individual behavioural patterns, according to John Ivancevich and Michael Mattson are demographic factors, ability and skills, perception, attitudes and personality.Demographic factors includes race, age, sex, socio economic background, education and so on. The importance of storying demographic factors is to assist managers to choose the most fitting candidate for the specific job. Organizations rather persons belonging to a particular socio-economic background- well educated and young. Th ey are believed to perform better than others.Skills and ability skill according to Cambridge dictionaries is an ability to do an activity or job well especially because you have practiced it. Ability is the mental or physical power or skills needed to do something. Ability and skills highly influence individual behavior and performance. Persons tend to perform better in an organization if his skills and abilities are matched with the job. It is the managers job to match these skills and abilities off the employee to the job.Perception a thought, belief, or opinion, often held by many people and based on appearances is referred to as perception (cambridge-dictionaries, n.d.). The study of perception is integral for managers as they need to provide a work environment that is favorable, so that the employees perceive them in most favorable way. If employees perceive it in a positive way they are more likely to perform better.Attitude An attitude is a relatively enduring organization o f beliefs, feelings, and behavioral tendencies towards socially significant objects, groups, events or symbols (Hogg, Vaughan 2005, p. 150). (McLeod, 2009). Attitude is influenced by family, society, culture, organizational factors and peers. Managers in an organization need to create suitable work environments therefore tempting employees to have positive attitudes towards their respective jobs. If employees have positive attitude toward the job they perform better.Personality the study of individual differences in characteristic patterns of thinking, feeling and behaving (American Psycological Association, n.d.). Factors that influence personality includes heredity, family, society, culture and situation. Individuals tend to differ in manner while responding to the organizational environment. The most complex aspect of human beings can be regarded as personality.Conclusion heathen influences and organisational structures can both inform and constrain the strategic development and ultimately the competitiveness of a business in order to maintain competitive advantage and avoid any strategic drift (where organisational factors and culture drive the business rather than the needs of customers and key stakeholders). Their impact should be considered regularly by leaders and senior managers and they should both be critically reviewed.ReferenceWorks Citedcambridge-dictionaries, n.d. Ability. Online Accessed February 2015.McLeod, S., 2009. Home Social Psychology Attitudes. Online Available at http//www.simplypsychology.org/attitudes.html Accessed February 2015.Vaid, J., 2012. Organization structure in international business. Online Available at http//www.slideshare.net/jatinmaims/organization-structure-in-international-business Accessed February 2015.AppendixChart showing organizational structure of Casa de Regalo.