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CBE6194
UK
The University of Sheffield
This assignment is based upon a case study of the company named ‘Johnsons of Whixely’. The assignment is divided into two parts. First part is related to identify the changes in the leadership styles and human resources policies of the company which is necessary for achieving growth. The ways in which organisation motivate the employees will be discussed. The effective transition change will also be identified. The relationship between the organisational structure and culture will be explained. The focus will also be provided on the transition of the oragnsiation which leads towards long term success of the organisation.
In the second part of the assignment, the theories adopted by company related to motivation and team development will be analysed. This part emphasis over the motivational techniques adopted by the organisation so that it can boost the performance of the employees of the company. The important techqniues which can enhance the team outcomes will also be identified and discussed. The different team development attributes which may contribute in the success of the organisation will also be identified.
The company ‘Johnsons of Whixely’ is using ‘Situational leadership style’ and ‘Transformational leadership style’ to manage the human resources of the organisation. ‘Situational leadership style’ helps in planning right number of human resources at right time ( Dai & Chen, 2013).
The organisation is running a huge nursery business. It is a seasonal business which do not require the whole staff throughout the year (Men , 2021). However, retaining the staff members is also essential for the growth of the organisation. Situational leadership style helps the leaders of the organisation by managing the staff according to the situation (Men , 2021). It also helps in motivating the staff members so that they can continue the job with the organisation (Bennis, 2021).
According to the case study, the company wants to retain its employee for a long time so that they can operate the business operations of the organisation more effectively. The company is also using transformational leadership style so that it can motivate the employees towards identifying and implementing necessary changes which is necessary for boosting the business of the organisation. Transformational leaders motivate the employees towards innovations and new techqniues which improves the business operations of the organisation (J., 2020).
The leaders play a very important role in running and flourishing the business of the organisation. According to this case study, the leaders of the company are trying their best to motivate the employees by providing them rewards, benefits and other profits. The major role of leaders is to motivate and promote the employees towards giving their best performance ( Maslanka, 2021).
Establishing long term relationship with the employees are also the result of effective leadership. Effective leadership is very helpful in making strong bonding with the employees so that they can work long time inside the organisation while giving their best performance. It is very difficult to engaged the employees towards the growth of the organisation. A leader not only need to understand the mind-set of the employees but also, he or she have to adopt suitable human resources policies so that employees can become satisfied (Popli & Rizvi, 2016).
Understanding and fulfilling the need of employees are essential for motivating them towards achieving the organisational goals. As discussed in this case study, retaining the employees of the oragnsiation is a very difficult task because many employees are not working throughout the year. The organisation has to work to retain the employees. Organisation is providing different types of benefits like providing rewards, giving incentives, holidays and many other facilities to the employees so that they can continue their jobs in the organisation (Naile & Selesho , 2014).
Actually, the organisation hires the employees on a seasonal timing. Only a few staff members are required by the employees to work throughout the year. Apart from this, a large number of employees are required by the organisation to work in a particular season (Taran, et al., 2021).
The leaders of the company are using flexible rewards distributing policy so that it can motivate maximum employees who are working for the organisation (Taran, et al., 2021).
Organisational structure refers to the norms and values on which the organisation works. Organisational culture defines as a set of values which are connected with the believes of the organisation (Erthal & Marques , 2018).
The perception and behaviour of the employees are directly connected with the organisational culture. The culture of the organisation is connected with the transition and change. Transition is necessary for long term growth and success of the organisation (Ogbeibu, et al., 2020).
According to this case study, transition is necessary for the long-term growth of the organisation. Transition leads towards all necessary changes which can be applied for improving the performance of the employees (Ritala, et al., 2020).
In this case, effective transitional change is connected with adopting necessary changes in human resources policies of the company. Finding out new techqniues to make the employees satisfied is directly related with transitional change (Szydło & Bukłaho, 2020).
In this case study, new methods to attract the employees for a long time need to find out by the leaders so that they can help the managers by motivating the employees. Many leaders are trying to find out innovative ways so that they can motivate the employees and convince them in staying inside the oragnsiation. The leaders of the organisation also help in identifying innovative techqniues to find out innovative ways to motivate the employees towards giving their best performance (Taran, et al., 2021).
The company ‘Johnsons of Whixely’ frequently distribute the rewards so that maximum number of employees can stay inside the organisation. However, the organisation needs to work upon finding out new ways which can motivate the employees towards staying long time inside the organisation. The organisational culture of the company supports the transitional changes which is necessary for achieving growth (Erthal & Marques , 2018).
Transition is also required for achieving competitive advantage. Now a days, a lot of competition exists in each and every industry. Identifying and updating necessary changes and transition is need to be adopt by the company so that it can beat the rivals (Erthal & Marques , 2018).
The company should establish such a type of organisational structure which help in adopting the transition inside the operational part of the company. The values and believes of the company should also associated with necessary changes which are the foundation of long-term success of the business of the company (Ogbeibu, et al., 2020).
Actually, the business environment is constantly changing that is why identifying and adopting necessary changes is very beneficial for the company. Sometimes, many challenges also take place in the operational process of the organisation. Finding out necessary transition leads towards long term growth and success of the company. Leadership also plays a very important role in identifying necessary changes in the organisation’s work process (Ogbeibu, et al., 2020).
If the organisational culture supports the transition of the organisation, it boosts the benefit of the company because it improves the working process. Adopting changes in human resources policies of the company is also connected with organisational transition. Finding out more ways by which the employees can become satisfied is necessary for the long-term growth and success of the organisation (Szydło & Bukłaho, 2020).
Some organisational culture resists and protest the changes which adversly affect the business of the company whereas some organisational culture promote the growth of the company up-to a significant level. It can be said that promoting the changes and transition should be involved in the culture of the organisation so that it can boost the growth of the company (Ogbeibu, et al., 2020).
As discussed in this case, making the employees happy and satisfied is necessary for the growth and development of the organisation. When the employees are satisfied with the policies of the oragnsiation then only they will stay for a long time. The company is hiring many of the employees for a limited time duration that is why making them satisfied is necessary. The culture of the organisation is directly connected with the transition because the changes results in better performance of the employees (Erthal & Marques , 2018).
As discussed with this case study, the managers are distributing rewards and benefits to their employees for maintaining better and long-term relationship with them. The culture of the company is supporting the changes and transition that is why the leaders are finding out new ways to attract maximum employees for doing job in the company. In many of the cases, it has been noticed that few organisations adopt only old methods for motivating the employees which become fail in the current business scenario. It is very clear that identifying and adopting transition is the need of an hour that is why the organisations should support the changes (Erthal & Marques , 2018).
The oragnsiation can build the teams according to the nature of the work inside the organisation. For example: the employees who are involved in plantation section of the company can work in a team whereas some employees who are involved in selling part can frame another team. In other words, it can be said that teams are usually made according to the similar nature of work in the business of the organisation (Berdicchia, et al., 2021).
The organisation can motivate the employees for their extraordinary performance. As discussed in the case study, the company is providing rewards for the effective performance of the employees for boosting their morals. The team members can be motivated on the basis of their performance. Apart from this, innovations can also be a major criterion for which the employees can be rewarded (Demir , 2020).
For example: Many employees are working inside the company for taking care of plants. If some employees are capable in generating new breeds of flowering plants, he or she should be awarded by the management of the organisation. In other words, it can be said that employees can be involved in a team on the basis of their innovation capacity.
The effectiveness of the team members can also be enhanced by using suitable leadership style. If the leaders of the company are good at solving the problems of the employees, they will surely get motivated. Revieing the performance of the employees and providing them positive feedbacks also promote the employees in achieving best results (Kuvaas, et al., 2020).
It can be easily said that motivating the employees towards improving their performance also results in improving the productivity of the team members. Motivation plays a very important role in enhancing the effectiveness of employees of the team (hut, 2021).
As discussed with this case study, many employees are working inside the company for a short time duration. But still the company is able to motivate and manage its workforce by boosting the performance of the employees (Kuvaas, et al., 2020).
Effective communication helps in improving the performance of the team members. In many of the cases, team members find it very difficult to establish proper co-ordination with the colleagues. At this time, effective communication not only helps them in establishing better relationship with the colleagues but also it makes strong bonding with the leaders and employees (Eisenberg, et al., 2019).
Every organisation needs to decide SMART goals. If the objectives of the team are prefixed, then it will help the employees in understanding their job role in a more effective way. Setting the short- and long-term goals are beneficial for the success of the organisation. Goals are also helpful in making future strategies of the organisation (Martono & KHOIRUDDIN, 2020).
Establishing the goals are clearly communicated to the employees, they are very sure about their roles and responsibilities. If the management of the company do not communicate the goals to the employees, they are not able to develop their strategies which results in poor performance. It can be said that establishing SMART goals are beneficial for both employees and for organisation (Mahembe & Engelbrecht , 2013).
When the team members exactly know about their roles, they will understand their responsibilities in a more sophisticated manner. If the team members do not understand their roles, they will not be able to perform effectively inside the team (Martono & KHOIRUDDIN, 2020).
The team members have to take the risk against doing work. In many of the cases, persons do not want to take the risk which negatively affect their business. It can be said that it is very difficult to improve the performance without taking a significant level of risk (Martono & KHOIRUDDIN, 2020).
Enhancing the integrity is essential for enhancing the team performance. The team members have to set common goals and also frame the strategies in order to reach towards long term success of the organisation (Martono & KHOIRUDDIN, 2020).
Team integrity always results in providing long term benefits to the organisation. As discussed with this case, all the team members have to work jointly for the progress of the organisation. It will also help them achieving personal growth (Martono & KHOIRUDDIN, 2020). The employees of the organisation should be more committed towards achieving the team goals (Eisenberg, et al., 2019).
The performance of the team members should be reviewed with respect to time. Necessary motivation should also be provided to the team members so that they can improve their performance and contribute towards the objectives of the organisation (Martono & KHOIRUDDIN, 2020).
As discussed with the case study, the organisation is constantly focusing over improving the performance of the employees. It also focuses on improving the productivity of the employees along with enhancing their quality. If the organisation is able to improve the team outcomes, it will surely help them in achieving their goals. Adopting suitable leadership policies also required for enhancing the team performance. If the leaders of the organisation are good, they will surely help the team members in improving their performance (Eisenberg, et al., 2019).
The performance of the team members is also directly connected with the motivational theories. Adopting proper motivational theories results in improving the performance of the team members because it linked with enhancing the satisfaction in the employees. It can be said that using effective motivational strategies like distributing rewards, solving the problems of the employees, providing them proper holidays and many other strategies helps in enhancing the team performance (Berdicchia, et al., 2021).
On the basis of above research, it can be concluded that the company named ‘Johnsons and Whixely’ is motivating its employees by adopting necessary techqniues. The company is also focusing on providing job satisfaction to its employees so that they can work longer for the organisation. The organisation is trying its best to establishing better relationship with the employees.
The organisation is also focusing on establishing an effective team so that they can achieve the organisational goals along with achieving the personal goals of the employees. It is very clear that leadership and motivation policies plays a very important role in boosting the performance of the employees.
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