Assignment Sample on Cross-Management Portfolio
1. Introduction
This report will discuss the leadership concept and its effect on the performance, motivation and effectiveness that gives positive outcomes in the companies with help of real companies such as Sainsbury. Leadership means the behaviour or act which inspires to achieve something and leads a group of people or in the form of an organisation. Some leadership qualities a leader of the organisation ought to have in order to run an organisation as the leader is responsible to run the organisation with swiftness and proper direction. Leadership caters to organisations with inspiration, guidance as well as motivation while achieving goals and aligning the organisational goals to the other colleagues. Leadership sights a vision and aligns the vision with everyone, associated with the organisation and provides a proper direction which is the utmost need to run the operations of the organisation in an organised way.
Sainsbury, founded by John James Sainsbury and his wife Mary Ann, is considered to be the second largest supermarket chain holder now in the United Kingdom. In 1869, it was started but the business flourished within no time and in the 1970s Sainsbury was founded as a true retailer where customers were able to select and pick the products as per the requirement (Sainsburyarchive.org.uk, 2023). Sainsbury is renowned for the good quality product at a good competitive price and selling quality, nutritious and tasty food products has been the prime concern for the organisation. Sainsbury comprises more than 600 supermarkets and more than 800 convenience stores that come under the direct control of Sainsbury as well as 171 thousand associates are directly involved with the Sainsbury operation (Sainsburys.co.uk, 2023).
2. Evaluation of Strategic leadership and influence over the organisational culture
2.1 Examining the issues in leadership and management in Sainsbury
Strategic leadership is a must required for an organisation and strategic leadership holds a vision, personal skills, communication skills, problem-solving mindset and positive approach to achieve the success and goal of the organisation. Nevertheless, some limitations are there that may limit the achievement and suppress the leadership qualities, as one of the UK supermarket leaders, Sainsbury is facing some leadership and management challenges. Sainsbury is limited to only the UK market and has no intention to spread the business worldwide, which may indicate the leadership and management aspiring problems as the management is not ambitious enough to expand the business cross-country. Another problem that lies in the Sainsbury management or leadership is that the management is not well-focused on future improvement as well as profit. The current Management is focused on the short-term result rather than long-term profit and sustainability. Another major and vital part of Sainsbury’s management is the gradual decline in product quality which is been noticeable for a long time as the organisation is focused on providing the product at a low cost to sustain in the market. This low-cost price and declining product quality have become a prime concern for the customers and due to that Sainsbury is continuously losing customer trust. Apart from that, change management, workforce diversity, recruitment, retention of skilled labourers, a succession of planning, ethical code of conduct, communication and goal alignment of the employee and employer are other leadership and management issues (Habibi, 2019). These issues are creating a major sales difference and altering organisational behaviour towards the competitive market. Diversity of the workforce may increase the sense of uniformity in the organisation nevertheless the Sainsbury leaders are not giving attention to that factor, which is causing a negative impact on the company. Moreover, company management is not focused on retaining the existing skilled labourers, causing big trouble for the organisation and causing disruption in the supply chain management. Sainsbury is not using MIS for better performance which will give an advantage over the competitors in terms of data analysis and management of products (Dhyani & Kumar, 2022). Sainsbury leaders and management are not that effective in the management of recruitment which shows the leadership and management issues of the organisation. Leaders and management hold an influence over the organisational culture but ethical code of conduct management and the succession of planning is causing a significant effect on organisation culture.
2.2 Analysing Concepts and theories of organisational behaviour that influence leaders to manage and lead people in the organisation
The performance of the individual worker and workers mould an organisation into a successful one and there are some theories that help the leaders to manage and lead people in the organisation. One of the most predominant theories of organisation behaviour that leaders follow to manage and strategically lead people is Taylor’s scientific management theory. It helps the leader to conduct a scientific positive approach for every element related to the employee’s work and scientifically select the employee to train, teach and develop the employee for the work. This theory helps the leader with much sense of managing people in an organised way and the leader has a complete idea of the capabilities of every employee. It comes as a big help to the leader as the leader now knows how to provide matching profile jobs and alter the plan according to that. Motivation, supervision and performance are the prime concern and focus of Taylor’s scientific management theory as the theory is aligned with the management procedures of a leader, required to establish a swift management process. Scientific management theory promotes enough rest, a proper work schedule, and work allotment according to skill and assignment based on need and demand, which may increase the productivity of the employees (Hussain, HAQUE & Baloch, 2019). Scientific management theory is useful to evaluate the workforce and interconnect the workforce with each other to enhance productivity, effectiveness, and efficiency. Taylor’s believed that the business might be beneficial for the company and the organisation if the job is broken down into pieces and may help the leader to work with the employees on the same page. Taylor also argued for incentives as the employees may deserve a reward for the performance and efficiency and this idea is still in work in several organisations. This theory may help the leader to establish a high-performance relationship between the leader and the employee where employees get rewards as per the performance. This theory implementation may help leaders to maintain a good relationship with the employees, moreover, scientific education and training assist the workers to achieve more financial benefits (
Dahlgaard, Reyes & Chen, 2018). Sainsbury leaders may use this theory to mitigate the existing employee management and human resource management problem and may establish a good work culture.
Figure 1: Taylor’s scientific management theory
(Source: Dahlgaard, Reyes & Chen, 2018)
Furthermore, another management theory that may come to help the leader to lead the management of the organisation is Human Relations Management theory. This theory is introduced by Hawthorne who stated that business success might be affected by the relationship between the leader or manager with employees where communication between both works as a key tool. This theory demonstrates the importance of intercommunication between employer or leader and employees which advocates the fact that employees may not be treated as a machine but to be treated as co-workers. It is well-known that an employee works better and more effectively when the employee is valued and the skills, as well as performance, are rewarded. Employees develop a positive approach towards the leader and the organisation, resulting in boosting performance, plus the employees feel more motivated as well as productive in work. Apart from that, this theory promotes the employees’ needs, inclusiveness and recognition must be met to enhance employee management and this theory. Human relations management theory also demonstrates that satisfaction level and morale work as the driving force for the employees rather than physical health (Omodan, Tsotetsi & Dube, 2020). This theory also appointed the factor of group performance as the group performance defines the overall growth of the organisation and the organisation leader may pay attention to group performance. Moreover, the organisation’s morale and motivation are bestowed upon the group performance, that’s why group performance is considered to be the most significant to be addressed by the leader. Moreover, the working hour maintenance, gender and race no discrimination culture may help the business to enhance the human relationship between employees and the leaders.
Figure 2: Human relations management theory
(Source: Omodan, Tsotetsi & Dube, 2020)
Sainsbury’s existing problems may be mitigated if the organisation leaders may adopt these theories in the management and may create an advanced business environment and culture, suitable for this competitive world.
3. Evaluation of Leadership influence over power and decision making
3.1 Examining the issues within the influence of leadership over power and decision making
Power and decision making is one of the vital things that decide the future of the organisation as well as the stability and sustainability of the organisation. This power and decision-making ability are interlinked and both are dependable to each other plus this decision-making ability is massively influenced by the organisation structure of the company. Sainsbury follows the hierarchical structure that constructs upon a series of levels where each level is interconnected and directly under the control of the upper level plus follows a chain of command system for management. This organisational structure comes with some issues that Sainsbury leadership and management are facing nowadays and these problems have become concerning for the organisation as the organisation is facing issues. Hierarchical structure gives the compensation of high error chances because of less availability of highly able decision makers and the decision is based on one perspective that may not be right for the present scenario (Joseph & Gaba, 2020). This might be the biggest drawback of hierarchical structure as well as the hierarchical structure may slow down the decision making which may complicate the chain and command plus may cause disruption in supply chain management. Hierarchical structure may hinder work progress as there are many levels, in which all are not capable, competent or efficient enough to work by aligning with hierarchy decisions. Another downside of the hierarchical organisation is that the organisation has little control over the speed of the process which is responsible for the drastic downfall of product quality (Amis, Mair & Munir, 2020). A hierarchical organisation such as Sainsbury lacks vertical communication between the different levels and team communication in a horizontal form which hinders operations remarkably. The disconnection between the lower production level and the leaders and top management executives is seen as one of the impediments that the hierarchical structure faces. Sainsbury is the second largest retail company in the UK market this company is stuck in the UK market only and has not expanded the business overseas. This is another problem of the hierarchical organisation as this structure follows organisations find it hard to adapt the new ideas and are reluctant to react to the growing competitiveness. There are insufficient heads to manage the management levels so the slow process and flexibility and fluidity of clarity and decision are seen in many management areas. Hierarchical organisational structure such as Sainsbury is facing talented and skilful employee retention problem as the organisation pays less value to the employee experience so the employees feel neglected (Forbes.com, 2023).
3.2 Discussion of the relevant theories to mitigate the existing problems in leadership influence over power and decision making
The decision-making theory will be helpful for the organisation for decision-making to operate a swift process overall and to connect the lower-level employees’ goals with organizational goals. This theory’s name is the Vroom-Yetton-Jago theory, at first known as the Vroom-Yetton model, later collaborated with Arthur Jago in 1988, which advocates that employee involvement and employee engagement are important to construct a decision (Vignesh, 2020). This theory is also known as Normative decision theory. The decision aspect is responsible for the group performance and the decision acceptance is based upon the decision acceptance as the follower’s acceptance is required to build the decision. The behaviour of the leader is essential in decision-making as the decision-making is fully bestowed upon the leader so the leader’s behaviour is so essential for the decision making. The decision acceptance by the followers and the decision quality are bestowed upon the situation as the situation decides the urgency of decision making and capability of the leader as the decision making completely depends upon the leader. some aspects are involved in the decision-making which decides the effectiveness of the decision such as the relevant knowledge to conduct the decision-making process as knowledge and the knowledge about proper scenario or situation may positively influence the effectiveness of the decision. This model determines five different styles which are based on involvement and situation based such as autocratic, consultative and group-based types or joint decision-making aspects. The managers are taking the Vroom-Yetton-Jago normative decision-making model help to construct a decision with the association of subordinates and to make an effective decision based on various situations (Lührs et al., 2018). Sainsbury leaders may intake this theory to the management to attain swift and accurate decision-making capability which may enable the company to make operations fast.
Decision-making is a complicated process which leaders follow to establish or arrive at any decision another revolutionary decision-making model is Herbert Simon Decision making model. The three steps that had been described by Herbert Simon are – Intelligence, Design and choice plus these all steps are involved in a suitable and appropriate decision in a situation. The first step is intelligence which has been gathered from raw data collection and performs as the key to making any decision. Firstly a leader ought to gather raw data which may be helpful to base the decision on and after that the leader ought to analyse the data minutely to find the problem. Secondly, the leader has to develop different alternatives and ought to analyse the achievability of the decisions to finalise the final decision. According to Herbert Simons, the selection of choices is called rational decision-making, which is expected to provide the best outcomes (Shrestha et al., 2019).
4. Evaluation of Leading, coaching and motivational influence of leadership
4.1 Analysing the issues due to the lack of Sainsbury’s motivational factors influenced by leadership
The changes brought in the UK external environment in regards to the increase in living wage have led to the supermarket industry in the UK opting for the increase of the hourly rate of employees. The failure to the identification of the employee needs and requirements as imposed through an effective reward system development by the company resulted in the company facing the issue of increased employee attrition. Motivation is regarded as one of the fundamental elements as part of improving employee performance which leads to enhancing employee retention in bringing the business to success (Ali & Anwar, 2021). However, the lack of an effective employee reward system in the company has resulted in decreasing motivation among employees resulting in not meeting the performance expectation. The incompetence of the leadership role imposed on identifying the physical and emotional needs of employees are part of employee satisfaction has impacted negatively on the motivation level of employees (Kelly & Hearld, 2020). At Sainsbury, the lack of supervision from colleagues and higher authorities, lack of growth opportunities and a low number of reward structures have led to diminishing the motivational level of employees resulting in increased attrition.
Motivation is referred to as meeting the psychological process which is caused by a definite direction, prevalence and rising of particular activities which are directed towards meeting the organisational goals. Sainsbury’s leadership and directing mechanism through reward and compensation plans along with career development opportunities have helped in meeting the changes in employee characteristics, behaviours and attitudes. This has resulted in the organisation facing the issue of balancing between intrinsic and extrinsic factors impacting negatively on the motivation factor (Riyanto et al., 2021). At Sainsbury, the employees are subjected to personal goals which are observed through recognition, avoidance of demotion, career advancement, and monetary benefits. On the contrary, the leadership characteristic of the company has shown a downfall in recognising the individual needs of employees and sticking to a generalised compensation plan for all (Kalaignanam et al., 2020). In addition to that, the lack of opportunities at Sainsbury in providing a real sense of personal accomplishment through training facilities and career development has resulted in decreasing employee motivation. About 48% according to a survey at Sainsbury have stated that the lack of proper employment development facilities has led to a negative image of employee retention (Ball et al., 2023).
4.2 Consultant relevant theories in easing the incompetence of leadership on motivational influencing over employee satisfaction
McClelland’s Theory of Needs
The imposition of McClelland’s Theory of Needs at Sainsbury may provide a guideline for improving leadership skills through gaining an insight into the emotional needs of the employees in increasing the motivational level. According to the theory, the employees’ motivational drivers are divided based on the needs of affiliation, achievement or power which are developed through organisational culture and work-life experiences (Wong et al., 2021). Sainsbury leadership competency has to be directed in the identification of the innovation imposition of ways that employees relate to achieving goals and the achievement is considered to be better rewarded than financial ones. The implementation of continuous feedback among employees is to be monitored under effective leadership skills which lead to the employees who are subjected to take calculated risks in goal achievement to meet the personality type which is based on the hierarchical structure based on work achievements. In terms of mitigating the need for power, the leadership style at Sainsbury has to develop policies and career development areas in enhancing self-esteem and reputation drives. According to the theory, employees are stated to be motivated by the need for power based on the desire to have control and influence others (Hartono, 2020).
The changes brought in the leadership style through collaborative skills may also lead to the imposition of team collaboration among the employees which is to be beneficial in meeting the need for affiliation based on McClelland’s Theory of Emotional Needs. The use of the collaborative leadership style with the imposition of the Theory of Emotional Needs may lead to the Sainsbury leadership approach in motivating employees to achieve common goals and embrace changes.
Maslow’s Theory of Hierarchical Needs
Another Motivational Theory which is to be implemented in Sainsbury is Maslow’s Hierarchy of Needs Theory which is based on meeting employees physiological, esteem, self-actualization, safety and love and belonging needs. The psychological needs of the employees based on the theory have to be implemented by the leadership style at Sainsbury by providing the employee with a working environment in meeting basic human needs. The imposition of the safety policies and employee security policies within the Code of Conduct may result in increasing the employee’s sense of safety needs impacting positively on the motivational level (Bieńkowska et al., 2022). The imposition of coaching leadership style at Sainsbury may pose a role for the leadership positions who are team members in imposing coaching skills to meet the need for love and belongingness within the organisational culture. The coaching leadership style is stated to be evident in increasing motivation among employees with the inclusion of feedback flow among employees to communicate effectively in bringing changes in the organisational culture (Baran & Woznyj, 2020). Leadership traits in bringing the self-esteem needs which are to be observed through the improvement of employee motivation level which may lead Sainsbury employees to enhance organisational performance in the long run. Sainsbury in aligning the theory of needs by Maslow as result in increasing the high level of needs among employees that is of self-actualisation resulting in reaching full potential and ability. It is to be stated the use of Maslow’s Hierarchy of needs theory is to be effective in the lack of competency in the leadership and HRM system of the company in recognizing the needs of the employees to achieve high performance (Kang, 2020).
5. Recommendation
Recommendations are as follows:-
Effective HRM aligning with a global mindset and global values should be adapted by Sainsbury in order to attend global competitiveness through leadership efficiency
Proper HRM management is a must to conduct a business as human resource management is essential and is the base of any organisation. In the report, some HRM problems have been found and an effective leadership and management system is responsible for that. Sainsbury should align the organisational mindset and value with a global mindset that will help the organisation to sustain itself in the global market. This global mindset inclusion will help to solve the workforce diversity problem, work efficiency and recruitment swiftness and fairness which widen the scope of increased collaboration among team members (Furusawa & Brewster, 2019).
The Transformational leadership style should be adopted by the Sainsbury leadership to attain the global recognition
Sainsbury is based upon a hierarchical leadership structure and the Transformational leadership should help the Sainsbury leadership to overcome the issues that the company is facing. Transformational leadership helps to encourage and motivate employees to improve the way which will help the organisational succeeding succeed. This leadership allows the other employees to make decisions which will give a sense of trust to other employees and that may instil a sense of value in the employees. Transformational leadership supports other employees and back the employees and inspires others to contribute to the organisation which adapts easily to the environment which makes it the leader’s man who wants to get success togetherly (Asbari et al., 2020).
An effective reward system should encourage the employee motivation and inspires the employee to perform more
The proper well-designed reward system will motivate the employees to perform more and this reward system will install a good relationship between the leader and the employees. Employees should be interested to perform more in less time if Sainsbury introduces this system to the operation as well as it should help the company to retain skilful and talented employees (Adom, 2018). This reward system may help to create a sense of being valued and an opportunity for growth in the organisation which will help Sainsbury to be an attractive organisation to work with.
A Recognition system which should encourage the employees for personal and individual growth
Sainsbury should promote a recognition and acknowledgement system which may encourage employees for personal and individual growth and achievement so employees get a sense of value and motivation for being recognised and honoured. This recognition reward may install confidence in employees to work hard and will establish the brand’s name as respected in employees’ eyes. Communication between leader and employees may increase confidence, mitigate the communication gap and enhance the relationship between both
6. Conclusion
From the above, it may be concluded that the leadership style and the organisational culture have been discussed to observe the internal environment of Sainsbury. However, the organisation is following a hierarchical organisational structure and the company is facing slime major drawbacks to following this structure. Some issues have been pointed out in the report and those issues may be mended with some changes and some changes may create a huge change in the organisation structure. Sainsbury may use Human relationship management theory and Taylor’s scientific management theory in order to enhance the productivity rate of the company. If the company uses these theories, the Sainsbury company employees may attain a good work-life balance that will enhance the creativity and motivation of the employees. McClelland’s Theory of Needs and Maslow’s theory of hierarchical need ought to be adopted by the Sainsbury company in order to motivate and inspire employees to work hard which may help the company to be more competitive which will help the company to sustain itself.
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