...TABLE OF CONTENTS INTRODUCTION 2 ETHICAL LEADERSHIP 2 CORPORATE CULTURE 3 CULTURE LEARNING 4 CULTURE CHANGE 5 CONCLUSION 6 RECOMMENDATIONS 7 REFERENCES 9 APPENDIX 13 INTRODUCTION Ethical leaders should act ethically all the time, not just in situations where it is expected. Ciulla and Forsyth (as cited in Olivier, 2012, p. 70) suggests that “[t]he good leader, . . . is challenged to be both technically good, i.e. effective at getting the job-at-hand-done and morally good, i.e. responsible for what he or she has done.” Leadership and corporate culture dictate the acceptable ethical standards of an organisation to their followers. Where leaders are identified as “ethical role models”, followers are more likely to imitate this behaviour and conform to similar values and beliefs explicitly delineated by their leaders and organisations (Shin, 2012). However the major challenge encountered by organisational leaders is about gaining the trust and commitment of followers to conform to the ethical standards required to achieve strategic objectives of their organisation (Caldwell, Hayes & Long, 2010). In this report, we define ethical leadership by looking at business ethics and leadership simultaneously. We analyse ethical leadership in the context of culture learning and culture change in ensuring ethical behaviour and Corporate Social Responsibility in organisations. We conclude this report by summarising the findings identified...
Words: 3006 - Pages: 13
...Introduction One of the topics that exist since ancient times are leadership, national culture and organizational culture because every nation and country have their culture and need their leaders. Some of the leaders are better than others and because of this reason they manage to govern their countries better and to win advantage for them. Like every country the companies all over the world have their organizational cultures and their leaders. Every company is trying to shape its organizational culture striving to reach its personal goals and because some are better than others they have better products and bigger market shares. The first purpose of this paper is to present the old organizational culture, the old values and leadership style of Ford and how they affected the performance of the company. The second goal of the paper is to show why the need for change came in Ford and how they managed to implement this change into practice. Organisational culture, Leadership and Leadership Style – Definitions One of the possible definitions for organisational culture that exists is as follow: Organisational culture is “the set of shared values, beliefs and norms that influences the way employees think, feel and behave toward each other and toward people outside the organization” (George and Jones, 2012). One of the aspects which are considered in this paper and which is aspect of organisational culture is organizational structure. It can be described as “the pattern of...
Words: 3208 - Pages: 13
...Level 5 Unit 3: Organisations and Behaviour Submitted by: Silviu Daniel Varvara ID: 22716 Edexel: FA62596 Date: Lecturer: Statement of Authenticity: I certify that the work submitted for this assignment is my own. Where the work of others has been used, has been used to support my work and credit has been acknowledged. Task 1 1.1 You are required to select any two companies from UK energy industry to compare and contrast the different organisational structures and culture with another company from the same industry. 1.2 Explain how the relationship between structure and culture can impact on business performance of the first organisation you have selected 1.3 Also discuss the factors which influence individual behaviour at your first organisation that you have chosen. Task 2 2.1 Compare the effectiveness of different leadership styles with another business organisation in the same industry. 2.2 Also explain how the management functions, managerial roles and management authorities will underpin their practice of this company management. 2.3 You need to evaluate the different approaches to management used by the both organisations concerned in this task. Task 3 3.1 You have to discuss the impacts on different leadership styles on organisational motivation throughout the change of periods in the first organisation...
Words: 2543 - Pages: 11
...| Pearson BTEC Level 5 HND Diploma in Business | Unit 3: Organisations and Behaviour | Student Name | Assessor Name | | Ms. Sonam Mehta | Date issued | Completion date | Submitted on | 7th February 2014 | 17th April 2014 | | | Assignment title | Comparative study of Organisational Behaviour of two chosen organisations | LearningOutcome | Assessment Criteria | In this assessment you will have the opportunity to present evidence that shows you are able to: | Task no. | Evidence(page nos.) | LO1Understand the relationshipbetween organisationalstructure and culture | 1.1 | compare and contrast different organisational structures and culture | 1 | | | 1.2 | explain the relationship between an organisation’s structure and culture can impact on the performance of the business | 1 | | | 1.3 | discuss the factors that affect individual behaviour at work | 2 | | LO2 Understand differentapproaches to managementand leadership | 2.1 | compare the effectiveness of different leadership styles in different organisations | 3 | | | 2.2 | explain how organisational theory underpins the practice of management | 3 | | | 2.3 | evaluate the different approaches to management used by different organisations | 3 | | LO3 Understand ways of usingmotivational theories inorganisations | 3.1 | discuss the impact that different leadership styles may have on motivation in organisations in periods of change | 4 | | | 3.2 | compare the application of different motivational theories...
Words: 3403 - Pages: 14
...Leadership In Contemporary Organisations Management Essay Leadership is considered to be the key enabler of organisational performance and competitive advantage by the organisations these days (Burgoyne, 2008). The job of a leader is to lead his/her team to achieve the goal set by the organisation. James MacGregor Burns argues that leadership is one phenomenon on earth that is most observed and least understood (Paul, 2002). The views about a leader and the definition of leadership vary among different people. “Daniel Goleman (2000) says that an effective leader sets strategy, creates a mission, motivates his followers and finally builds a culture in the organisation. Ken Wilber argues that an integral leader is a man or woman who supports people aspiring to move forward. They have to make their own integral map that covers all the area that humans have to deal with” (Volckmann, 2005). The concepts of leadership have been developed years ago though the word is reported to have appeared in English language recently. “An effective business leader is one who is well informed of the latest research which impacts upon leadership and who is also capable of applying this to their own organisation with in an ethical framework”. I personally agree with this statement as it is important for the leader to move along with the changing organisational conditions. He should be updated with the latest trends in the organisation in order to effectively lead his followers. Further part of the...
Words: 2474 - Pages: 10
...Unit 3: Organisations and Behaviour Learning outcomes Explore organizational structure and culture Examine different approaches to management and leadership and theories of organization Examine the relationship between motivational theories Demonstrate an understanding of working with others, teamwork, groups and group dynamics Assessment criteria 1.1 Compare and contrast different organisational structures and culture 1.2 Analyse the relationship between an organisations structure and culture and the effects on business performance 1.3 Analyse the factors which influence individual behavior at work Organisations and Behaviour OB: The study of human behavior, attitudes, and performance in organizations. Value of OB: Helps people attain the competencies needed to become effective employees, team leaders/members, or managers Competency : an interrelated set of abilities, behaviors, attitudes, and knowledge needed by an individual to be effective in most professional and managerial positions Organisation Structures All businesses have to organise what they do A clear structure makes it easier to see which part of the business does what There are many ways to structure a business Types of Organisations Hierarchical Flat Tall Functional Product based Geographically based Matrix Centralisation Decentralisation Hierarchical structure Organisation employees are ranked at various levels within the organisation Each level is one above the other At each stage in the chain, one person has...
Words: 1319 - Pages: 6
...Studies 6 Why Do Change Management Strategies Fail? ---Illustrations with case studies Xiongwei SONG∗ Department of Politics, University of Sheffield ABSTRACT: Change management is crucial to the survival and development of organizations, the more effectively you deal with change, the more likely you are to thrive. However there are a large number of failures of change management. Organizational change itself is a considerably complex activity; any tiny mistake in change management could lead to the failure of organizational change. Consequently this paper is impossible to encompass all factors that could result in the failure of change management. This paper attempts to explain why change management strategies fail from four perspectives (leadership, culture, people issues and quick response) that are major factors to determine whether change management is successful or not. INTRODUCTION Change for organizations both large and small, whether in the private, public or voluntary sectors has been inevitable for the past decades or so. Such trends of organizational change are increasing in frequency, pace, complexity and turbulence under current situation, and there appears to be no sign of abatement. The concrete purposes of change management for different organizations are probably not the same, but the ethos of change management is the same, that is, making the organizations more effective, efficient, and responsive to the turbulent environment changes. Through the comparison...
Words: 5241 - Pages: 21
...MGT5000 Management and Organisational Behaviour : Assignment 2 Task 1 - Scenario ( 396 words) Back to one and half year ago, Luke Michas, a new Director of product development was hired and appointed to merge the Product Design team in US and the Product Development team in China both were solely in the past and managed by different managers in 2 countries. Both teams carry more or less the same function in the company, as top management never proper define the role of 2 teams, managers at US and China were all trying to grow their divisions in terms of staff and authority and resulting great difficulty in getting along owing to existing negative perceptions about the other group. Manufacturing partners are in China, vendors are getting confuse and projects are always delay and cost high when one team turn the others comments down. Luke, past was the Director of product development in a golf accessories manufacturer company with 15 years experience leading 30 peoples with good reputation. He is an open-minded manager willing to listen individual’s needs, and always gives positive and great idea to help his team in case of trouble. The first day of Luke’s on board, he had imperiled to 2 regional managers that if they will not cooperate with each other, he would fire the redundant one. Subsequently, 2 major changes are in the team with the intervention of Luke. Videoconference meeting is held weekly and “Team members exchange program” was introduced. The weekly...
Words: 3025 - Pages: 13
...Planning Planning is a management function that involves defining goals, establishing strategies to achieve the goals and developing activities to combine and organize activities. The main 4 reasons for planning is it provide direction, reduce uncertainty, minimise waste and set standard rules. Provide direction to managers and non-managers. When employees know where the organisation or work unit is going and what they must contribute, they can coordinate their activities and cooperate with each other to achieve the goals of the organization. Reduce uncertainty by forcing managers to look ahead, anticipate and consider the impact of change, and develop appropriate responses. Minimises waste and redundancy by planning work activities early and when means and ends are made clear through planning, inefficiencies can be eliminated. Set standards in controlling by developing goals and plans. Actual performances are compared with goals through controlling and correct actions are taken. Planning and performance resulted in positive relationship which produce high profits for the company. The combination of planning and implementing results in better yields. Sometimes environmental factors such as government rules constrain the outcome and reduce the impact of planning. Without planning, there would not be anything to organize or control, it involves 2 main elements: Goals and Plan. Goals are the outcome of individual or group organizations. Often referred as objectives. It...
Words: 7194 - Pages: 29
...Module code and title B403: Organisations and Behaviour Level and credit value Level 4, 15 credits Issue date 14/10/2014 Hand in deadline Midday, 6th January 2016 Presentation/Viva Date (if applicable) n/a Examiner name Ritchie Mehta Assessment overview As part of this assignment students are required to produce a 4,000 – 5,000 word report for the board, specifically focussing on the following four sections Section 1: Culture at FacileAvion Section 2: Management and leadership at FacileAvion Section 3: Motivation at FacileAvion Section 4: Effective teamwork Scenario/Vocational Context The assignment for the Organisation Behaviour module is project based on the following scenario: You work for FacileAvion the largest low cost airline operating in Europe. There has recently been a change of management at the board level and they are looking at how they can improve employee engagement over the next few years. The new Board have noticed that employee satisfaction feedback scores have consistently been decreasing over the last year and would like you to carry out an analysis as to the reasons and provide recommendations. Task 1 (this task provides evidence for LO 1.1, 1.2, 1.3) Section 1: Culture at FacileAvion Discuss the role of culture by focussing on the following areas: Compare and contrast different organizational cultures and structures (1.1) Explain how the relationship between organisation structure and culture can affect performance (1.2) Discuss the factors...
Words: 1925 - Pages: 8
...Unit 3: Organisations and Behaviour Learning outcomes Explore organizational structure and culture Examine different approaches to management and leadership and theories of organization Examine the relationship between motivational theories Demonstrate an understanding of working with others, teamwork, groups and group dynamics Assessment criteria 1.1 Compare and contrast different organisational structures and culture 1.2 Analyse the relationship between an organisations structure and culture and the effects on business performance 1.3 Analyse the factors which influence individual behavior at work Organisations and Behaviour OB: The study of human behavior, attitudes, and performance in organizations. Value of OB: Helps people attain the competencies needed to become effective employees, team leaders/members, or managers Competency : an interrelated set of abilities, behaviors, attitudes, and knowledge needed by an individual to be effective in most professional and managerial positions Organisation Structures All businesses have to organise what they do A clear structure makes it easier to see which part of the business does what There are many ways to structure a business Types of Organisations Hierarchical Flat Tall Functional Product based Geographically based Matrix Centralisation Decentralisation Hierarchical structure Organisation employees are ranked at various levels within the organisation Each level is one above the other At each stage in the chain, one person has...
Words: 1319 - Pages: 6
...organisational cultre,vaues and behaviours • Date course was started: • Date of submission: • Total hours spent on this course: • Advisor: • Reasons for taking this course: • Programme: CMI L4Diploma in Management and Leadership • Major/Concentration: Management and Leadership 1.1 Determine a framework for analysing organisational culture To get Achievement in implementing plans or running in right path manager must first understand the values and culture of organisation.Managers should only try to implement the strategies which are favarouble with the organizations culture and value otherwise it is very likely to he may not succeed. As change in culture and value the manager should constantly be up dated with organization current atmosphere. Organizational culture can be better understood by observing the basic day to day life activity of employees within in the office building or within the organisation. Observing activity should include the relationship between employees themselves between higher authority and junior staff. How senior managers treat their junior. Organisational culture can also be understood by knowing how employees behave with their customers and suppliers. And one should also notice that how formally or informally people behave within the organization and weather there is abusing going within the staff from any superior staff to their junior staff. One can also analyse the organization culture by inquiring with customers about...
Words: 2269 - Pages: 10
...Developing a Culture of Leadership Development Preamble Leadership has been defined as “the process of influencing people by providing purpose, direction, and motivation while operating to accomplish the mission and improve the organization” (Sewell, 2009, p. 93). Arguably, it is this type of effective leadership that is the requirement of every high functioning organization. In order for an organization to achieve high levels of leadership success, an organization must foster and sustain the correct environment, provide the correct tools and supports, and ultimately ensure that culture supports the development of future leaders from within. It is the focus of this paper to provide an overview of the valuable elements and techniques supporting cultural development that will lead to effective leadership development for any high functioning organization. The Leadership Environment In developing a culture for leadership development, an organization must understand its inner workings, specifically the existing culture of the organization. “A culture can be defined as the norms, practices, history and values of an organization — in other words: ‘how things are done around here.’” (Osak, 2014, p. 1) These subtle nuances will help to share the thoughts, values and behaviours of organizations employees. Values “Values are what support the vision, shape the culture and reflect what the company values. They are the essence of the company’s identity – the principles...
Words: 5287 - Pages: 22
...Division of Business | Course: HND Level 5 Business (management) | Year: 2015/16 | Student Name: | UNIT 03: Organisations and Behavior | Lecturers Name: Dr O. Shittu | Date Issued: 25th of April 2016 | Completion Date: 20th of July 2016 | Fail Pass Merit Distinction P11.1 | P21.2 | P31.3 | P41.4 | P52.1 | P62.2 | P72.3 | P82.4 | P93.1 | P103.2 | P113.3 | P123.4 | P134.1 | P144.2 | P154.3 | P164.4 | M1 | M2 | M3 | D1 | D2 | D3 | | Learning Outcomes: 1 Understand the relationship between organisational structure and culture 2 Understand different approaches to management and leadership 3 Understand ways of using motivational theories in organisations 4 Understand mechanisms for developing effective teamwork in organisations. Comments:Assessor’s Signature:______________ Referred Date:______________ | Late: Yes No | Internal Verification: Yes No | I declare that the work I am submitting for assessment contains no sections in copied in whole or part from any other source, unless it is explicitly identified by means of quotation mark or by means of wholly indented paragraphs. I declare that I have also acknowledged such quotations by providing detailed references in an approved format. I understand that unidentified and un-referenced copying both constitutes plagiarism which is an offence. I give my consent for my work...
Words: 1722 - Pages: 7
...Organizational Behaviour Journal 10th Dec'2012 Session 1: Introduction to the field of organizational behaviour Reflection : Even after working in Information Technology MNC's for almost four years, I never realised that organizational behaviour plays such a pivotal role in the survival of an organization and its employees. I got to know about how both the entities: organization and employee are interdependent and their survival depends on an important factor called Organizational Behaviour. I understood that to get a bird's eye view about any organization, first I need to understand about the organizational behaviour. Organization is a complex open system that depends on external environment for effective functioning. I believe that the intellectual capital is definitely a valuable asset and its sharing can be a growth factor for organization. For an effective management, we need to go through planning, organizing, leading and controlling aspects of a job in hand. Management and leadership must be important traits for a manager to enable team and organization to achieve more than just task completion. I need to develop soft skills and hard skills in a proper ratio i.e. conceptual, human and technical skills to be an effective manager in future. Also learnt how important are values and ethics to an organization and about its responsibility towards the society (CSR). Understood the fact that more globalization and increasing workforce diversity has changed the structure...
Words: 4975 - Pages: 20
