Organisational Change In The Sandwich Factory Management Essay

Organisational Change In The Sandwich Factory Management EssayThis report get out explore the eccentric person of drawship styles be employ in The Sandwich Factory. Kirsty F abjecter owns The Sandwich Factory which was established in 2005 by her and her colleagues that cliped before hand together in similar industry. All the managers in the organisation consist of women which form the superior Management Team.Kristys leading styles integrate with modern attractionship theories in many incompatible ways, mavin scheme more than the other in some casings. The modern accessiones to attractership this report will look in depth atomic number 18 Leader- instalment substitution scheme, Path- terminal speculation and New leaders.The success or failure of The Sandwich Factory depends on Kirstys manager leading qualities. Leadership is the activity of influencing people to strive volitionally for class objectives (Kumar 2001 190). To succeed a leader needs subscribe to a motivated team which tin only be achieved by the leader taking control as well as listening to the assistants switch offs or needs.The modern leadership theories are commonly found in todays society amongst leaders. These theories provide be applied in all types of organisations from a small business to multinational cooperations. The approaches are further frequently used rather than the older theories much(prenominal) as The Great Man theory and Trait theories. The modern leadership theories take more into account the motivation of subordinates, how the associate determines and considers the workers important, it is them that lead to the success of the company. understructure to the Path-goal surmise approachThere are umpteen types of modern approaches to leadership, path-goal theory, leader member exchange theory and new leadership transformational/transactional leadership. Subordinates have a apportion more power in the modern approaches as compared to the older lead ership theories. Kirstys leadership whitethorn be seen as reflective of modern leadership theories and approaches as the evidence will show how the styles incorporate with the case turn over. Kirsty has several leadership styles Path-goal theory is one of the approaches which are used in The Sandwich Factory by Kirsty, the owner. An examples of this style is I have a vision and I try to make it clear to staff that we are in this together, all going the alike way towards one goal (Case Study Week 5). Kirsty is letting all the followers know by this statement that there is a path and a target and everyone is in it together as a team. The role of the leader is to steer workers towards achieving the end goal. Leadership as well as motivates when it makes the path to the goal clear and clean to travel through coaching and directions, when it removes obstacles and roadblocks to attaining the goal, and when it makes the work itself more personally satisfying (Northouse 2007 128).There are many advantages to the Path-goal approach, Kirsty and the followers have mutual respect it is easier to go across with subordinates when there is a flatter system and fewer channels to get through, the leaders style is informative, come alongs and supports the employees, and shows guidance in achieving goals. The theory works around scene and the work setting rather than leaders style which occurs in the contingency theory. The underlying assumption of path-goal theory is derived from expectancy theory, which suggests that subordinates will be motivated if they rally they are capable of performing their work, if they believe their efforts will result in a certain outcome, and if they believe that the payoffs for doing their work are worthwhile (Northouse 2007 127). The responsibility of the leader is to help employees achieve their target, making sure that the path to the end goal is understandable and simple from this workers will become confident and be motivated for prox tasks. Subordinates will find the work easy as the goals will be broken down and explained well by superiors.There are also flaws to the Path-goal approach the theory assumes the leader knows everything and has the qualities to give a clear path to followers to reach their goal. It also presumes that subordinates will be motivated by the perception of the opening move of achieving a goal and the leader is expected to have a positive impact on the followers and motivate them regardless of the situation.Introduction to the Leader-Member Exchange Theory approach.The Leader-Member Exchange (LMX) theory is a nonher approach which applies to the case study it is the only theory that deals with in and out groups. All the employees seem to be in the in group luckily The Sandwich Factory has no visible out group. The in group has dyadic relationship with the leader where as the out group has more of a formal relationship with leader and are not felt a part of the tasks that are performed. These groups are dod by the leader, if the followers jeer to negotiate with the leader then they will become a part of in the group and will be further more complicated with rate of flow and perhaps future projects depending if the individual give notice keep the leader satisfied with the standard of performances. The profession of the leader in the LMX theory is to ensure that followers feel important and unique member of the team.The LMX theory develops into two stages firstly the leaders initial impressions of the worker such as their personal and demographic characteristics. Secondly the create that is produced by the employee, the leader will judge if the tasks completed are to standards expected, on this basis the worker shall either enjoy high quality leader-member exchange or they shall be placed in the out group by the leader, where treatment will not be so pleasant.An example of the LMX theory in the case is when Kirsty mentions workers can add their own input to th e business, these type relationships exist when the leader has a bullocky and stable relationship with employees which is a feature of this approach. I also have to trust staff to be beneficialy committed to what we want and Im open to any ideas on how to make that vision a practical reality (Case Study Week 5). Kirsty has developed a loyal individual relationship with all team members which in effect will create a greater output as the Senior Management Team will be motivated by Kirstys mould.One of the undeveloped parts of the theory is a follower from the in group is perceived to be good at all task just because the subordinate is good at one task For instance, a members less than satisfactory job performance is tolerated because of the loyalty he has shown to the leader (Othman, Ee and Shi 2009 340). This implies that the leader may misunderstand the worker and misclassify their performance. This is a defect of the LMX approach which is major compared to other theories as it affects the quality of work. There can be constant change within the groups, people maybe be dropped or may start involving themselves with in the in group depending on set.Introduction to the New Leadership Theory approachTransformational leadership came into focus in the early 1980s. This theory gives attention to charismatic and effective aspects of leadership it changes and transforms subordinates as the name implies. It is concerned with emotions, values, ethics standards, and long-term goals and includes assessing followers motives, satisfying their needs, and treating them as full human beings (Northouse 2007 175). Kirstys leadership style can be seen as transformational as she is interested in on focusing on helping every member of the group succeed. Kirsty says I try to be hand on hand to clarify any issues the staff have (Case Study Week 5).One of the components of the transformational theory is Idealised influence (charisma). This method the leader shows clear set of val ues that need to be followed and acts as role model to the workers. This charismatic dimension of transformational leadership is characterised by providing a vision and a sense of mission, instilling pride among the group, and gaining respect and trust (Humphreys, Einstein 2003 86). The leader is seen as a hero by employees.Kirsty is getting more out of her staff since they seem to be in high spirit at work. An example of this approach being applied in the case study is the staff seem to be happy and enjoying the devolution of authority and responsibility Ive been able to give (Case Study Week 5). This can be seen as individual consideration to members of the team that Kirsty feels can be developed to accomplish more.The flaw of the approach is it tries to involve too many factors which can create confusion and uncertainty to the follower and the leader if it were too be practiced upon. Transformational theory is unlike other theories it does not take into consideration how the lead er should act to particular situations to be successful.Transactional behaviour is a part of the modern theory approaches, which comes under the New leadership approach. It works by motivating subordinates and honour or punishing them depending on how well they perform with the tasks. In this approach the leader has take on over the followers and expects the workers to perform to high standards. Kirsty does not hold this type of style her leadership approach is more towards the Transformational theory which is more lenient and considerate towards the follower.The strengths and weaknesses of Kristys leadership Path-goal theory approach.There are many strong points and weakness of Kirstys leadership in The Sandwich Factory. The first approach that will be critically analysed is the Path-goal theory. This style is concerned with how leadership behaviour can influence the satisfaction and performance of a follower in an organisational setting. The Path-goal approach is about diminish ing obstructions to reach goals then rewarding the employees for task achievements. In essence, the path goal theory attempts to explain the impact that leader behaviour has on subordinate motivation, satisfaction and performance (Jain 2005 328)One of the strengths of the Path-goal approach is that it deals with a combination of factors. There are a few types of leadership styles in the path goal theory, the approach suggest that these behaviours should be used in different circumstances to motivate subordinates. confirmative Leadership the leader attempts to solve any concerns of the subordinate, so if the follower is unsatisfied the leader will show genuine support to help resolve the issue facing the person. The supportive leader likes a friendly environment and gives strong attention to the needs and wellbeing of his or her subordinates (Silverthorne 2001 151). This type of approach is best used when jobs are boring or stressful e.g. car manufacturing factory.Achievement Orient ated Leadership The leader has set high expectation for followers at this style, thought-provoking the employee to his/her fullest, hoping the subordinate will excel in their field, showing confidence that they will achieve goals set and perform well. People who perform a variety of tasks may find their jobs more satisfying and have less need for social support (Marriner-Tomey 2004 174).An example of this approach being applied in the case study is the staff seem to be happy and enjoying the devolution of authority and responsibility Ive been able to give (Case Study Week 5). This shows that subordinates are content and involuntary to take on extra tasks.The disadvantages of the Path-goal theory are it is too broad and tries to involve all aspects (directive, supportive, participative and achievement orientated leadership), and incorporate all these together which makes it strong to actually practice upon the theory fully. It also does not explain how these four types of approac hes will affect the employees work. This leaves the practitioner with insufficient proof how this theory will work in reality and how it can be applied to an organisation..The strengths and weaknesses of Kristys leadership Leader-Member Exchange approach.As discussed earlier in the report the LMX theory relates to the case, Kirsty and her friends that previously worked for Mr Bakes all go across to start a new company called The Sandwich Factory which consisted of Kirsty and several other colleagues as having share in the business. The friends are noticeably in the in group, which is considered a strength, where Kirsty has a strong relationship with these subordinates, who have been given a managers role Kirstys colleagues now hold senior positions on the Senior Management Team (SMT) (Human Resources, Finance and Production) (Case Study Week 5). Kirsty and the followers have mutual respect and trust towards one another which are strengths of the LMX theory.The theory emphasises th e greatness of recognising the existence of in and out groups within the work place. LMX theory is the only leadership theory that makes the concept of a relationship between leader and follower the centrepiece of the leadership process. Leaders in high quality LMX relationships rely heavily on followers to act in their stead (Dunegan et al., 1992) and encourage them to take in charge more responsible activities (Graen and Uhl-Bien, 1995) (Kang, Stewart 2007 534). In the interview Kirsty answered saying we all got on well with our previous employer (Case Study Week 5), this implies that the relationship must of been healthy with Mr Bakes organisation. The in group has been carried forward to Kirstys company The Sandwich Factory, one of the strengths of this approach.It can be argued there are limitations to the LMX theory, the out group are deprived of attention from the leader in the context of work groups, it is possible that such a situation can be divisive and undermine group performance (Othman, Ee and Shi 2009 340). This type of behaviour is can be seen as destructive leadership as it upsets employees even though partially some of them may be content with their job and boss. The out groups morale will be extremely lower compared to the in group who will be enjoying a healthy relationship with the leader. Staff in the out group will not be so committed and motivated to do well in their jobs. The Sandwich Factory does not have an out group just yet this may be because the company is relatively new and Kirsty leadership style will not allow it for these types of circumstances to occur as they will have negative repercussions.First impression of this theory will not be great to leaders and practitioners as it displays wickedness and favouritism towards the out group as leaders are only concerned with performance.The strengths and weaknesses of Kristys leadership New Leadership approach.Kirsty has transformational leadership qualities, which is another mo dern leadership approach, this also known as New Leadership which in addition has Transactional Leadership. She takes control of situations by conveying a clear vision of The Sandwich Factorys goals and objectives she has a passion for the work and the ability to make the followers feel re-energized. This type of leadership consists having a shared vision and unity within the team.One of the strengths of transformational leadership is to give clear direction and involve others in developing the vision. This statement given by Kirsty in the Young Entrepreneur (London) Monthly relates to this theory The passe-partout idea to start up the company was mine, but I needed people to come with me to make my vision work for the betterment of all involved in the company (Case Study Week 5).The transformational theory has become popular over time as it allows the leader to get the most out of the follower when executed in a considerate but professional manner. Bass (1990) suggests that by app lying the behavioural characteristics of transformational leadership, leaders can guide their followers toward performance beyond expectations (Humphreys and Einstein 2003 85).The disadvantage of the transformational approach it depends on highly skilled and developed employees to be triumphant in tasks assigned to them. Another criticism about the theory is the approach presumes followers want change. This theory also believes that leaders are people that can transform others around them. Then this brings up the question, how sure are the followers that the leader is making the right decision?The Transactional theory is about the leader having full control and authority over subordinates. The leader makes it clear what is indispensable from the follower. A form of transactional approach in the case is when Kirsty says I found myself papering over some cracks that appeared in the early days when we had to get things do fast (Case Study Week 5). Transactional leader works or a rewa rd or punishment basis to motivate followers, if the employee reaches targets within a low budget then they will be given an incentive and if the worker fails the task or is not complete on time the worker will be punished or the leader will begin to make the follower feel uncomfortable.The limitation of the transactional approach is that its primary focus is on rewards and punishments. instead than the growth and needs of employees which the transformational theory concentrates on along with other styles, maintaining a balance of what is important.ConclusionAll three modern leadership theories and approaches have been determine in this report and how they have impacted subordinates as well as the leader. The path-goal theory motivates workers to make them feel that they can do the work and Kirsty uses this style to encourage subordinates that they can fulfil tasks. Transformational theory has the same type of idea but it seems less complex to use and apply in The Sandwich Factory . The LMX approach is not widely used or applied but there are hints of the theory with in the case, mostly regarding the in groups that have been created in the company by Kirsty.The entire the way through the case study Kirsty keeps referring to we as the organisation went through all different stages together e.g. we created a market, we had to get things done faster and so on. This is clear evidence that Kirsty does not just see herself running The Sandwich Factory but strategically as team, which shows great leadership to boost forward. Evidentially these modern leadership theories have been used by Kirsty and have worked well. The analysis has revealed the strengths and weaknesses of the modern leadership approaches related to The Sandwich Factory.