Management and Leadership of Organizations-DISCUSSION

Answer

Management and Leadership of Organizations

Part 1

             Management and leadership of traditional brick and mortal organizations should handle the business with autocratic relationship style, but continue to make their workers feel like they are valuable assets. They should use reward and punishment, but remain approachable. The management and leadership should understand that without workers, the business cannot operate effectively. Therefore, they should remain approachable and delegate work to employees based on their performance and ranks as this will make workers understand that they are valued. The management should handle conflicts immediately and hold regular face to face interactions with their workers. With managing and leading an internet based business, the principles described above would apply, but there will be a slight difference in their implementation. Although the business would hold face to face interactions through live video or phone, the process would not be immediate. They would manage and lead employees through democratic and laissez-faire styles and accord workers enough freedom to carry out their business on their terms in case the mission gets achieved. Moreover, they will inspire and offer skilled coaching given that workers are likely to be lazy and demotivated to work from home.

            Domino’s Piza is a key example of traditional retail. This business has a centralized organizational structure in which management are put in different levels based on their position. In particular, the organization has lower and upper level management, as well as, various departments based on specialization. Some of the challenges that Domino’s Plaza face due to its centralized organizational structure include remote control, bureaucratic leadership, delays in work, as well as, lack of employee loyalty (Dike, Odiwe, Ehujor, & Dike, 2015). On the contrary, Amazon is one of the online retail shops with a decentralized organizational structure. Workers and customers of Amazon are located in various regions across the world. The workers have the freedom to take part in making decisions that encompass the operations and management of the organization. However, some of the challenges that Amazon experience as a result of a decentralized organizational structure include difficulty in co-ordination, relatively low decision making, and lack of qualified managers, as well as, waste of resources (Brazeal, Schenkel, & Kumar, 2014).

            In overall, the challenges that Amazon and Domino’s Piza experience are relatively different. The challenges differ in terms of decision making, co-ordination, and employee motivation among others. In Amazon, workers are consulted before any decision is made and this makes the process slow since everyone’s opinion must be sought. However, that is a different in Domino’s Piza since employees are excluded in decision making.

Part 11

            Having two different people leading the organization together is likely to cause opinion-based conflicts such as goal setting and implementation. Dike et al. (2015) argued that leaders have divergent views regarding the overall goal and how to attain such goals. Therefore, the opinion based conflict will emerge during the early phases of formulating a common goal.  With divergent views, goals can differ and can take longer duration to create. However, that does not end there since the two leaders would have to come to a consensus on the specific process to use to attain the goal itself. Having two leaders with different leadership styles managing a business together will lead to a conflict of interest. Dike et al. (2015) posited that every leader has his or her underlying needs and preferences and thus will strive to tailor company’s goals towards his interest. This implies that this implies that the organization’s workers, direct reports will be confused on the course of action to take and even decide on the specific position to support, thereby dividing the team and making it even harder for the company to act as a unit.

            Dike, Odiwe, Ehujor and Dike (2015) mentioned that various leadership styles will divide the company and possibly create two intense workplace cultures.  It is not anything new for people to take sides when presented with divergent views and choices. As such, in case a particular leadership styles looks more practical and realistic than the other, a person tends to act towards that of his or her preferred leader. Further, given that each person has his or her personal choice and opinion, this may create a divided organizational culture with divergent attitudes and behaviors towards work.

            Dike et al. (2015) argued that it is unavoidable to have divergent views. Although this might be a challenge to the clash of styles, the two leaders must exploit it for their benefit. The two leaders already have two vantage points of examining the organization together and, therefore, they can arrange both styles in a manner that can significantly benefit the organization. In particular, they must formulate a single leadership style by combining their knowledge and skills (Dike et al. 2015). Moreover, they should create a unified front on how their leadership should look like. Once they have done that, they should both face all the company’s stakeholders by having a single agreement on goals and processes. They should not introduce two conflicting ideas but instead establish a single, unified and centralized goals that will be perceived by other workers as one formulated by a single leader.

Part 111

             There is a significant difference between leading an internet based retail business and a brick and mortar store. As such, ways that a leader uses to motivate his or he workers and creates an organization vision differs considerably. Reportedly, for the majority of 21^st century industries across the world are rooted in the manufacturing of products (Dike et al., 2015). Nonetheless, with the changing economy, emergence of new technologies, as well as, revolutionary changes brought by processors and microchips, companies once again are faced with the need to transform. Therefore, the workers will have to undertake additional responsibilities since it is an internet retailer. As a result, it will have an international reach. Given that the vision of an organization provides workers with a meaningful goals to achieve, it assists enhance all around engagement to emerge. Therefore, I will include the core beliefs of the business to the vision statement. Moreover, I will incorporate the direction that I want the organization to take so that it can become one of the leading internet retail organizations across the world. Similarly, I would clearly set the expectations and services that the company seeks to offer including quality of the products, effectiveness of our workers, rewarding our frequent customers among others.

            Ensuring that the vision statement is inspirational and motivating workers is a critical technique that I would use to get employees involved in the vision. I will ensure that the vision is clear and resonates perfectly with the workers as this will make the employees to understand its importance. On the same note, Kheirandish (2014) argued that cross training workers is an effective way of involving them in the company’s vision. In light of that, I intend to allow workers to do more than their job requirements as this will enable them understand the vision and improve their overall professional growth. This will also enable my workers to understand that I really care about their future and that I am doing everything possible to assist them excel. Wokutch (2014) mentioned that establishing a dependable, stellar, and happy team of workers is a critical. Therefore, I would utilize my communication skills to enable my workers understand that all their views and concerns are being considered and that they are valuable assets to the organization. Essentially, I will communicate with workers and make them aware that they are the cornerstone of the organization.

            The brick and mortar organizations tend to hold the hands of employees and exclude them in decision makings. Further, they tend to provide little rewards to their workers as compared to the 21^st internet retail stores (Jaques, 2017). On the contrary, the internet based retail companies tend to depict more recognition towards their workers that consequently inspire them and implement the vision statement. A major reason for this is that brick and mortar companies have face to face interactions and more challenges. Contrarily, the internet based companies are spread across the world and thus there is little interaction. Therefore, to inspire workers, the vision statement should remain motivational and inspirational and the companies should provide workers with the necessary incentives and recognition they require.

Part IV

             Germany has a culture that differs considerably to that of the US. Intuitively, the German culture is controlled by structure that encompasses regulations, laws, and producers. In country, the workplace is taken seriously. As a fact, Germans hate it when things are changed although they often welcome surprises. Moreover, they believe that there should be a clear separation between work life and personal life. The Germans pride themselves for being punctual to work and feel disappointed by those who fail to honor appointments or rather come late for such appointments. In fact, it is considered an offense to attend an appointment late. When one happens to commit unethical practice, he or she could ruin any future business deals with the citizens or the country. The country also has a dress code for conducting business. Precisely, it is dark clothing for both women and men. A person is equally required to learn the Germans business etiquette and make appropriate impression. It is a common thing in Germany that a person must not eat with his or her hands and fingers. Everyone is required to use a fork and a knife when taking meals such as fries and Pizza. One is considered to behaving badly when seen in the public eating with his or her fingers.

            Japan’s business culture is regarded as the major impediment for a company because the country’s principles on code of behavior and etiquette are higher and more stringent as compared to those of the US (Rand, 2015). Essentially, the dress code would be extremely stringent when holding business conferences. For instance, formal dress (tie and suit is needed for any meeting. However, in the US, individuals ten to joke and relaxed during conferences, a situation that is quite different in Japan. Similarly, in the US, people shake hands when meeting but in Japan the situation is different since a bow and wait for the hand is offered prior to any handshaking. To conduct business with Japan, one must strictly adhere to Japanese business culture including greetings, handing out business cards, as well as, good manners. This depicts a good impression for the managers and provides lucrative business opportunities.

            When working with other nations such as Japan and Germany, a person is supposed to learn and deal with their specific cultures. What a person thinks may be proper may indeed turnout improper to these countries. In fact, one must understand that they are all guests in such countries and thus must accord the necessary respect.

Part V

            Rand (2015) defined diversity as differences in cultural practices, ways of doing things, norms and values of individuals from various backgrounds. It also refers to what makes people unique. As such, it involves accepting, valuing, appreciating and complying to the differences in others with regards to sex orientation, religion, genders, nationality, ethnicity, race, and disability.

            To establish a common definition of diversity within an organization, one should ensure that the concept of diversity is included in various areas such as marketplace, community and within the suppliers. Secondly, discrimination of any form should be avoided by giving workers the freedom to become themselves, to raise their divergent views without any contradiction or victimization. Creating a common definition of diversity entails creating a diversity and equality workforce that can assist a multinational organization (Rand, 2015). Other forms of creating a common definition of diversity in workplace entails avoiding discrimination of various forms, barring top leadership from taking part in cultural prejudices, bringing on board change programs to address diversity, eradicating all obstacles that may prevent the success of the diversity and retaining the spirit of diversity at various levels of the organization.

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