Leadership Managing And Developing People - MyAssignmenthelp.com

Question: Discuss about the Leadership Managing And Developing People. Answer: Introduction Leadership and management are those terms, which are frequently, considered as synonymous. However, leadership is an important part when it comes to understand the operations of the management system (R?ducan and R?ducan 2014). Thus, being an essential part of the management system the leadership behavior mainly emphasizes on creating an environment in which every employee grows and excels. However, another important concept of management is the corporate culture because if the management wants to modify their organizational environment into a high performing organization then they must address the organizational culture. Lastly, there is change management, which is another important concept of leading, managing and developing people in an organization, which is a discipline, which assists the employees to prepare, equip and supports successfully the adopted changes so that they can take forward the organizational success as well as outcomes (Hayes 2014). The main aim of this report is to undertake an analysis of the Coles supermarket organization in order to apply the theories and concepts of leading managing and developing people (LMDP) and make further recommendations. Brief introduction of the company Coles Supermarkets is mainly an Australian based supermarket, retailer as well as consumer services chain which is owned by its parent company named Wesfarmers (Coles.com.au. 2018). It has its headquarters in Melbourne, Australia. George Coles in Collingwood, Melbourne, founded this organization in 1914. Coles operate throughout Australia via 801 stores, which also involve many rebranded BI-LO supermarkets. The total number of employee Coles has is more than 10,000 and along with its biggest competitor Woolworths, they consider more that 80% of the markets in Australia. Coles also has their online shopping sites through which their customers can order their products and can avail home delivery services. Coles comes with a wide range of products starting from bread and bakery, fruits and vegetables, meats, seafood and deli, dairy, eggs and meals, pantry, frozen, drinks, liquor, international foods, households, healthy and beauty products, baby food, pet food, stationary and media, tob acco to socks and jocks (Coles.com.au. 2018). The current CEO of Coles supermarket is John Durkan who has taken up this responsibility since July 2014. Organizational analysis Analysis of Leadership in Coles Leadership, which is a necessary function of the management of any organization, actually helps them enhance their efficacy as well as to attain their set organizational goals (Westerberg and Tafvelin 2014). Therefore, the concept of leadership is important in the organizations management system because of the following reasons- Initiates action- it is the leader in an organization who begins the work through communicating among the teammates to proceed with the work Motivation- to get the work done it is the leader who motivates the employees both economically as well as non-economically Guidance- Leader not only monitors his subordinates but also provides them assistance so that the employees can complete the work effectively Building confidence and morale- leaders hears the voices of the employees and tries to solve their complains or problems along with act as an morale booster by attaining full cooperation so that the subordinates can give their best abilities to do perform their jobs Creating work environment- leaders should treat every employee in a humanitarian way so that he can get his work done in an effective way. However, for this he should build a work environment, which is sound and stable for growth (Westerberg and Tafvelin 2014). Therefore, Leadership is impactful in any organization be it big or small. Leadership and management constitute two completely distinct business concepts. Leadership in one hand is very commonly defined as initiating a clear vision, then communicating that vision with others, solving the conflicts, which arises between different employees who are mainly responsible to accomplishing the vision of the organization (Ullah 2013). However, management is the company as well as coordination of different economic resources in any business. Thus, leadership has a significant impact on a companys performance. In any business, three types of leaderships are very common those are authoritarian, democratic and laissez-faire leaderships. Each of these leadership styles has different impact on the organization. In organizations, which follow authoritarian leadership, style is mainly found to have previously set clear goals for its employees as well as commanding towards them. Democratic leadership motivates through feedbacks and inputs from their managers or employees regarding the overall performance of the organization. Lastly, laissez-faire leadership is the one in which the managers as well as the employees works according to their own preferences and schedules. This leadership style can further guide the employees to poor motivation and work practices (Chaudhry and Javed 2012). However, from George Coles to the current CEO John Durkan, the leaders are mainly found emphasizing more on their employees and thus, following transformational leadership. Through this type of leadership, it has been observed in Coles that the leaders mainly build high-performance teams by inspiring the team members to give more than what they are think; they are capable of giving (Keith 2012). This kind of leadership is found in all the levels of organization like in their teams, departments, divisions or in the overall organization. Popular leaders of Coles be it George Coles, Ian Mcleod or currently John Durkan all have been observed as visionary, inspiring, daring, risk-takers as well as thoughtful thinkers. Coles leaders mainly has an charismatic appeal but it is not only sufficient for brining change in the organization and so to bring the necessary changes the leaders of Coles are found to follow the model of transformational leadership which includes four major factors and t hey are as follows- Inspirational motivation- The leaders of Coles have been found in promoting the organizational vision, mission as well as set of values to their employees. Moreover, their visions are so captivating that they are very much sure of what they need from each interaction. The leaders have been observed to have assisting their employees by bestowing them a sense of meaning as well as challenges in their work (Muchiri and Ayoko 2013). Intellectual stimulation- Coles leaders are mainly found encouraging their employees to be more innovative as well as creative when dealing with their customers. Mcleod as well as Durkan has been found to have encouraging new ideas from their employees and avoid criticizing the employees in front of others if they are found committing any mistakes. Idealized influence- The leaders are the role models in Coles who always tries to win the respect and trust of their employees. The leaders of Coles always places the needs of their employees over their own and sacrifice their gains for their employees and further displays high standards of ethical conduct in the organization. Individualized consideration-Moreover, the leaders of Coles are found to act as mentors to their employees as found giving rewards for the work to get appreciated. Each employee is treated accordingly to their skills and talents and is always provide with the support they need from the organization. The employees are also empowered to make decisions in the organization, which further make them feel that they are an essential part of the organization, and as a team, they can attain what the organization dreams to achieve (Yao et al. 2014). Analysis of Corporate culture in Coles Corporate culture at retail industry is mainly focused on the internal and external stakeholders of the organization. The companies consider the kind of culture to retain its employees and alleviate the customers experience. The corporate strategy of all the three-hierarchy level is the constituents of the culture, which is a soft concept in the area. The main contribution of this companys corporate culture is to satisfy the stakeholders by their policies. However, corporate culture is viewed differently by organizations like there are businesses, which understand its importance and spend appropriately to either enhance or sustain culture, which is positive while on the other hand there are organizations, which totally ignore corporate culture.It is hard to statistically display the impact that corporate culture has on the organization but it is believed that workers from those organizations, which has a powerful experience of corporate culture encounters a sense of familiarity, enga gement as well as commitment towards the organization, that is indeed mandatory for success (Eccles, Ioannou and Serafeim 2012). Therefore, the important role that corporate culture has in any organization is as follows- Corporate culture goes a long way so that it can build the brand image of the organization. Therefore, the corporate culture provides an identity to the organization and thus, any organization is always known by its work culture. Corporate culture further modifies the way in which the workers communicate in the workplace. A healthy corporate culture always motivates the workers to stay encouraged as well as loyal to the management system and the corporate culture encourages healthy relationship among their workers. It also stretches a long way to advance in healthy competitions within the organization. Therefore, the corporate culture mainly motivates their employees so that they can effectively perform their assigned works. The corporate culture also guides to effectively create an emotional attachment to the organization through cultivating a sense of familiarity and by staying committed with the company and enhancing a sense of unification at the workplace. Each organization should have a pre decided set of guidelines for their workers so that they can work accordingly. Therefore, the corporate culture of any organization constitutes certain previously defined policies that can help their employees by providing them with a sense of direction in the organization. Therefore, corporate culture provides each employee to have a clear idea about their roles as well as responsibilities in the organization in order to accomplish their task before their assigned deadlines (Alvesson 2012). The six main constituents of corporate culture are people, vision and values that the company has to propose to its employees and customers, places narrative and practices. The purpose of providing a vision statement is to give the objective of the company. The vision is to provide a greater value of products to their customers and strive for lowering the price, weekly shopping basket offers, better quality delivery through fresh produce. Concisely they want their customers to have better experience in the shopping. The value proposition in the companys consists of delivering a better-networked store, focus on freshness, and Transform their liquor division into a more profit-making department, building a better suppliers relationship. As their tagline suggests A little better every day (Alvesson 2012). As Coles is in the retail business for more than 100 years, it has simultaneously perfected their corporate strategy as well as the culture. It has several employee welfare programs and policies to enhance customers experience. It recently also has launched and animal welfare program and phasing out the sow stalls of pig farming, while committing to cage free Coles brand eggs. The company has also shifted the proper value proposition to their suppliers through different suppliers awards. Their long-term relationship with Sun drop Tomatoes became a success when they created job opportunities all over Australia and build a 20-hectare greenhouse facility using solar power and desalinated seawater. Over the last decade Coles has also been engaged in many corporate strategic steps with the building a better customer value and enhancing social responsibility. The good will gained from those programs was very effective and helped them alleviate the corporate social responsibility (Eccles, I oannou and Serafeim 2012). In building, a good corporate culture to enrich the internal environment of the Coles the managers and leaders have initiated much function in the company. Coles employees are highly satisfied and experience best range of innovative personal and professional development programs to support them. The diversity of in the employees is appreciated and is very efficient in bringing the diverse background people in serving customers. The AAP programs (Accessibility Action Program) of Coles demonstrates the human rights commission across university. They also help in students disability programs and networking through their internship programs (Graham et al. 2017). Analysis of Change management in Coles Change in organization is very essential as moving with the economic trends are very essential for companies. Change management in the retail has also become essential, as this has become the fast moving industry with respect to innovation compared to other industries. The globalization has opened all the doors for these retails to source materials from a cheaper source as well as optimizing the supply chain and logistics part of the company (Bhushanet al. 2017).. After the technological boom, the ecommerce sector came into being and changed the retail experience of the customers. The online grocery shopping also became a part of the ecommerce later and the retail giants were compelled to open an online chain for the purpose of competing with other ecommerce (Samuelet al.,2015). As Coles was in the retail industry for more than 100 years, they were also compelled to open an separate online site and delivered the products. Change can happen on different level in an organization. From the corporate level to individual, level(Doppelt 2017). The change happens in an organization. Many authors have accumulated that change in different models. The most well known of the model is Kurt Lewins change management model, which consists of the three steps that is Unfeeze, Change and refreeze. Different organizational specific indicators indicate the transformation need and change becomes mandatory in the internal or in the external environment. McKinseys 7S models consists of the 7 factors like Strategy, structure, systems, skills, staff, shared values and style (Samuelet al.,2015). Gauging the objective of change the strategy of change is implemented. It considers the finance, marketing, human resource and other factors like development of soft and hard skills of the company. Analyzing all the elements and interconnections among the elements is major part of the change, which leads to transformation. The Kotters theory of change management consists of 8 steps. They are Creating the sense of urgency; building a core form of coalition; forming the related strategic vision; getting all the stakeholders come to an understanding the objective of the change; removing the barriers and reducing the friction, generating and acknowledging the short term wins; sustainability check and setting the milestone (Fernie and Sparks 2014). The opportunity of transforming the organization culture is achieved through these steps. The main component of the model is the sense of urgency and communicating the change need is regarded in the model. The development of the standard practi ces is also regarded in the company (Samuelet al.,2015). The deployment of this practice is also done before the enactment of change. In the nudge theory the basic principles consists of first defining the changes and considers the employees point of view in the change management considerations(Fernie and Sparks 2014). Using the past data evidence are shown and done through choosing best option. Then the next stage considers the change as a choice and listening to feedbacks and hurdles of the employees in the change process. This model also considers the short-term wins. Over the 100 years Coles has gone through a range of change in the company, be it structural or functional. After the emergence of the company, they rapidly focused on quality service and values. Through innovation, the company started converting to the self-service stores and started setting the pace in the progressive market. In 1969 the company Coles started and named them as tomorrow shops. With the growth and rise in the technology, they adopted the challenges. Wesfarmers acquired Coles in the year 2009 and then they started their journey to excellence under the leadership of Ian McLeod. He was the most noted managing director at Coles to lead the company to fourth position from fourteenth position through change management. Under his guidance, Coles group got to strategise their division and focused on the strength of their company. First, he visited the company outlets to gauge the customers reaction to the store and how can it be enriched. He also found that the company was i n a stagnated stage in terms of innovation. The employees were unenthusiastic about the work, demoralised and worn out. He then included the stakeholders analysis and strengthened the suppliers relationship (Bhushanet al. 2017). Coles benefitted from the good base of fresh produce suppliers in Australia. The alliance between the retailer and the suppliers helped them in reducing the price for the customers. It was also under his guidance that made it possible for them to enter into the venture with the Wesfarmers. Direct marketing concept of the company was also very important made by him. He also initiated the change management effectively and became the top most leader of change. The current leader is Jon Durkan who is heading the main division of Coles in Melbourne. He is also a stern believer of transformation as it is recognized through analysis that he is a transformational leader. Conclusion and Recommendation Therefore, it can be concluded that the Coles is one of the major competitor in the supermarket industry. The corporate culture is focused on the values they communicate through the vision statements. The customers value proposition is also effective. The companys present leadership under John Durkan has made the company expand in newer division. He is recognised to be the most effective leader. The change management under the previous managing Director Ian McLeod was notable, as the company has undergone a huge transformation around that time. From the above analysis it can be suggested that Entering in a more long-term relationship with the suppliers and maintaining their relationship with the current suppliers are mandatory for the company to thrive. They also must consider the sustainability factor to be incorporated in their operations. Cost reduction, sales increase and optimizing the inventory management by just in time model can be used for the company. The company scan also consider to expand in the key geographical area and use the advantage of exporting fresh produce in different country, Sponsorships to expand marketing can be used. The Australian fresh produce are very much in demand. To alleviate the online as well as the brick and mortars experience more quality products can be offered with value proper value proposition. Reference Alvesson, M., 2012.Understanding organizational culture. Sage. Bhushan, A., Zanwar, A., Jain, N. and Rao, P.H., 2017. 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