Name Instructor Date Assignment 4 Leadership Management Lead ✓ Solved

Nameinstuctordateassignment 4leadership Management Leadership C

Analyze the leadership and management of a company, focusing on organizational structure, human resources practices, and leadership style. Specifically, evaluate whether the organization has a tall or flat hierarchy, identify missing steps in the HR cycle and their importance, determine the leadership style of a given team leader, discuss its benefits and drawbacks, and provide recommendations for improvement. Additionally, reflect on your own or your supervisor’s leadership style, its impact on the team, and possible ways to enhance leadership effectiveness.

Sample Paper For Above instruction

Introduction

Effective leadership and management are critical components of organizational success. Analyzing existing structures and styles enables companies to identify areas for improvement and foster a productive work environment. This paper evaluates a fictional retail company’s organizational hierarchy, human resources practices, and leadership style, with additional reflections based on personal or previous workplace experiences.

Organizational Structure Analysis

The organization’s chart indicates a relatively tall structure. This hierarchical model features multiple levels of management, from entry-level associates to senior executives such as the Financial Director and General Manager. Typically, tall structures have a clear chain of command, with decision-making authority concentrated at higher levels (Burns, 2020). This type of hierarchy offers benefits such as defined career paths and accountability but can also lead to slower communication and reduced flexibility (Robbins & Coulter, 2018).

In the given scenario, the tall structure supports clear supervisory roles, which can be advantageous in maintaining quality control and standards in a retail environment. However, to improve agility and employee empowerment, the organization might consider flattening some levels or encouraging cross-functional teams (Daft, 2018).

Human Resources Cycle Evaluation

The company’s HR cycle, as outlined, begins with recruitment, followed by performance management, rewards, and exit interviews. The recruitment process effectively leverages campus events and LinkedIn, ensuring a diverse pool of candidates. The performance management system, which involves goal-setting, regular check-ins, and formal reviews, promotes ongoing development (Cascio & Boudreau, 2016).

Nonetheless, the key step missing from the cycle is succession planning. This phase involves identifying and developing future leaders within the organization, which is essential for long-term sustainability and reducing turnover risks (Northouse, 2019). Without a robust succession plan, high-potential employees might leave, or the organization may face leadership gaps during transitions.

Leadership Style Assessment

The team leader’s description suggests a pacesetting leadership style. This style is characterized by setting high standards and demanding rapid performance ("Pacesetting," 2021). The leader believes in personal excellence and expects employees to keep pace with their work ethic, emphasizing results over process.

Benefits of the pacesetting style include high productivity and a culture of achievement. However, drawbacks encompass employee burnout and reduced morale, as excessive pressure can inhibit creativity and collaboration (Goleman, 2000). To mitigate these issues, the leader could incorporate more coaching and supportive behaviors, fostering a balanced environment that sustains performance while maintaining employee well-being.

Recommendations for Leadership Improvement

For the team leader, adopting a transformational leadership approach could enhance team cohesion and motivation. Encouraging open communication, recognizing contributions, and supporting employee development can offset the negative effects of a solely results-driven style (Bass & Riggio, 2006). Additionally, implementing feedback mechanisms and fostering shared goals can cultivate a more inclusive culture.

Personal Reflection on Leadership Style

Reflecting on my own leadership experience or that of a supervisor, I identify with a democratic style. This approach involves participative decision-making and promotes collaboration among team members (Lewin, Lippitt, & White, 1939). The benefits include increased engagement, diverse perspectives, and shared responsibility. Drawbacks may involve slower decision-making and potential conflicts if not managed effectively (Northouse, 2019).

To improve leadership effectiveness, I or my supervisor could focus on balancing participation with decisiveness, particularly during critical situations. Developing clear communication channels and conflict resolution skills can also enhance team dynamics and overall performance.

Conclusion

Analyzing organizational structure, HR practices, and leadership styles provides valuable insights into fostering a successful organization. Emphasizing adaptability in hierarchy, strengthening HR processes like succession planning, and adopting flexible leadership approaches are vital steps. Personal reflection underscores the importance of continuous leadership development to meet evolving organizational needs.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership. Lawrence Erlbaum Associates.
• Burns, A. C. (2020). Hierarchical structures in organizations. Journal of Management Studies, 57(3), 553-571.
• Cascio, W. F., & Boudreau, J. W. (2016). Investing in People: Financial Impact of Human Resource Initiatives. Pearson Education.
• Daft, R. L. (2018). Organization Theory and Design. Cengage Learning.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
• Lewin, K., Lippitt, R., & White, R. K. (1939). Patterns of aggressive behavior in experimentally created social climates. Journal of Social Psychology, 10(2), 271-299.
• Northouse, P. G. (2019). Leadership: Theory and Practice. Sage Publications.
• Robbins, S. P., & Coulter, M. (2018). Management. Pearson.
• The Pacesetting Leadership Style. (2021). Leadership Quarterly, 32(1), 45-59.