5mg001 Professional Management & Leadership Assignment

Task 1

Introduction

Google is the largest search engine, navigation application as well as online video platform. Google is well-known for its innovation, employee well-being as well as inclusivity which make the global model for culture. The key principles include diversity, transparency, work-life balance as well as continuous learning with the perks like gourmet meals, flexible working arrangements as well as wellness initiatives. Empowerment in Google will foster employees' quality of work life, creativity as well as organizational effectiveness. Empowering employees in decision-making enhances the workplace atmosphere as well as drives business outcomes (Bush, 2020). The firm by embracing this approach can enhance their performance, innovation as well as resilient organizational culture. Employees are enhanced by development as well as the sense of fulfillment with the contribution, this intrinsic drive leads to high-quality work as well as long-term happiness. Intrinsic motivation drives people to engage in the activities for the inherent satisfaction.

Main body

Theory X and Theory Y are theories of human work motivation as well as management. On the other hand, Theory X emphasizes that the workers naturally lack ambition as well as prefer to avoid responsibility. They are encouraged by financial rewards, job safety as well as constant supervision to ensure productivity. Theory Y emphasizes that workers are self-motivated, seek responsibility as well as enjoy their work (Filipov, 2021). This theory encourages a participative management style, motivates collaboration as well as creativity. Google culture is built on theory Y which engages employees in their work. Google emphasizes on creating a positive work environment, encouraging innovation, offer professional development opportunities as well as autonomy among the workers. Implementing the theory Y principle can lead to high job satisfaction, reduce turnover as well as enhance productivity. In Google, autonomy can empower the workers to make decisions as well as handle their tasks independently.

The transformational leadership style inspires the workers to strive with the needed expectations to work for the shared vision. On the other hand, transactional leadership emphasizes on more extrinsic motivation for the performance of the particular job tasks. Transactional leaders within Google relied on punishments and rewards to accomplish optimal job performance from their subordinates. A balanced approach which combines both the incentives is an efficient strategy for retaining as well as inspiring the talented workers. These leaders include incentivizing workers as well as holding them responsible for their performance using punishments and rewards (Saputra, 2021). When workers feel that their hard work translates into tangible rewards drives them to maintain their performance as well as productivity. Regular rewards for accomplishments enhance morale which fosters a positive organizational culture which is integral for organizational efficiency. A robust rewards and incentives program will make the employees more inclined as well as grow with the firm.

The blend of transformational leadership and Theory Y will provide optimal outcomes for the organization. Combined collaboration as well as teamwork will promote a healthy work culture as well as an environment where people can accomplish goals with powerful skills as well as efficient work. Teamwork will promote innovation, enhance job satisfaction as well as develop excellent soft skills. A high-performance culture at Google will bring the best workers which creates an open as well as engaging work environment which offers feedback. Empowering employees to make decisions which enhances their sense of commitment and ownership which drives a high-performance culture.

Transformational leadership style inspires as well as motivates workers to innovate along with developing new ways to improve (Silva et al, 2021). The tuckman forming, performing and norming model highlights the group of professional progress in the high-performance team. Transformational leaders can inspire the followers to change perceptions, expectations as well as motivation to work to accomplish common objectives. Efficient leaders analyze the conflicts that present opportunities for the positive change as well as innovation. Leaders prevent disruptions and encourage a culture of collaboration, trust as well as continuous improvements at Google.

Working within the team takes collaboration to be more productive and align with their strength. People-oriented teams have efficient communication skills which assists in supporting the whole team. Shapers are the team members who drive the team forward. They are action-oriented which motivates people when the issues arise. Implementers are action-oriented team members who maintain order in their environment. They are the backbone of the team and also confidently support other team members. Handling a team with diverse skill sets needs clear communication, a proactive approach as well as fair distribution of tasks in tracking the workloads. The efficiency of diversity creates an environment where workers feel respected and valued. Leaders within Google can motivate diversity by valuing workers' differences as well as promoting the workplace culture of inclusivity. Collaborative teamwork can encourage innovation, enhance job satisfaction, develop soft skills as well as find resolve issues. Collaboration enhances creativity which combines different experiences as well as perspectives in generating innovative solutions.

Patrick Lencioni's pyramid is a structure for addressing as well as understanding the issues that the team faces (Jandigulov et al, 2023). Creating a culture of leaders that actively encourages workers to create trust among the workers. Google can maintain open dialogue which is a key practice in resolving as well as preventing conflicts.

According to Maslow's hierarchy of needs, Google can promote healthy lifestyles as well as preventive care. The employee wellness initiatives can assist in reducing healthcare expenses for both employers as well as employees. Healthier employees tend to need less medical services as well as prescriptions which leads to low premiums as well as out-of-pocket expenses. Wellness programs will assist workers to feel more supported in their health as well as wellness goals which assist them to feel more valued by the transformational leaders. To assist workers in satisfying esteem as well as self-actualization needs, leaders need to endeavor the pressing requirements at each level. A positive work environment that values open communication, well-being as well as diversity can outcome in enhancing motivation as well as productivity (Kelly, 2021). Google has a vision of understanding the workers' requirements. They have flexible schedules which allow them to enhance productivity as well as creativity.

Herzberg's two factors are a motivational theory that recommends satisfaction as well as dissatisfaction at work. Transformational leaders can motivate their team members in the innovation procedure as well as creativity results which influence the worker's intrinsic motivation. Training intervention can promote a positive work environment as well as enhance staff members' long-term engagement as well as responsibility. Google with a strong recognition culture experiences low turnover rates as well as a higher level of productivity. Google's approach aligns with handling hygiene factors with compensation, efficient work conditions as well as supportive work policies. The company trust in their employees which makes them feel more valuable and engaged. This enhances the sense of job satisfaction which reduces the rate of staff turnover (Lorca and Belli, 2023). Motivation like accomplishment and recognition can make employees more innovative, productive as well as committed to work.

Performance appraisal management is the cornerstone in evaluating the workers' performance as well as steering organizational efficiency. The firm acknowledges investing in the workers' career advancement as well as holistic growth which is the cornerstone of the performance management strategy. Feedback fosters engagement as well as motivates employee which enhance their job satisfaction. By appreciating as well as identifying their contribution, feedback can motivate people to take accountability for their work as well as strive for excellence (Ojogiwa, 2021). Building a culture of feedback connects workers to their work as well as assists feel valued for their contributions. Efficient feedback assists workers in understanding their opportunities as well as areas of improvement which enhances job satisfaction.

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Conclusions and Recommendations

In conclusion, companies such as Google implement theory Y management practices. They encourage open communication as well as define clear roles while setting collaborative goals in establishing shared responsibility. They can promote cross-department knowledge sharing and collaboration which promotes emotional intelligence as well as conflict resolution in the team. Efficient organizations understand the significance of building high-performing teams which work together efficiently to accomplish shared objectives. This needs to foster a culture of motivation, and collaboration as well as inspire the team members in handling conflicts (Shin and Park, 2021). Creating the culture of collaboration as well as inclusion is significant for building high-performing teams. This collaboration includes working together in accomplishing the shared goals as well as supporting through challenges.

Inspiring team members is vital in building high-performing teams. Motivation assists in driving forces that assist people to accomplish objectives as well as overcome challenges by motivating a sense of direction as well as purpose. Leaders can empower the team members by setting clear objectives, offering feedback as well as offering development opportunities (Lipscombe et al, 2023). Emotional intelligence training equips leaders with the tools to motivate their teams, inspire loyalty as well as resolve conflicts.

Task 2

Introduction

Organizational change includes organizations' actions to modify their business operations to adapt to internal as well as external pressure opportunities. This change is essential for the companies to stay relevant and competitive in the rapidly evolving business atmosphere. This includes implementing new technologies, strategies as well and workforce to enhance productivity, profitability along efficiency.

Sources of Change

The Lego group faced external change which necessitated them to change their business operations.

PEST Analysis

• Political: Lego operates in a range of countries with different trade tariffs, regulations, and trade wars which influence their profits and operations. The firm needs a stable political environment for its manufacturing markets. 
• Economical: In booming economies, customers have more disposable income and are less likely to spend on non-essential products such as toys. Change in the interest rates impacts the customers' buying habits as well as high rates discourage the customers from buying on credit. Inflation can also raise the expenses for labor, raw materials as well as other expenses. High employment levels generate more disposable income for customers which can lead to enhanced sales for the organization (Labrague, 2024). Economic trends can change the balance among the e-commerce as well as brick-and-mortar retail business.
• Social: With the increase in digital technologies such as video games and online entertainment, Lego needs to incorporate new technologies in their production. Lego can collaborate with TV shows, movies as well as characters to tap into the market trends to make sure that their product line-up appealing. While globalization has brought homogeneity in customer preferences and local cultural nuances remain essential.
• Technological: With the increase in digital technology, there has been a shift toward applications as well as electronic games. Improvement in manufacturing can lead to more precise, efficient as well as sustainable methods. With the increase in 3D printing, there has been potential for the customers to design as well as put their own tailored components. These advancements pose both opportunities as well as challenges for the firm. Technological changes in online shopping behavior, digital payments and logistics have shaped the retail environment. The firm needs to implement its sales strategies, invest in e-commerce platforms as well as ensure major online retail platforms.

Apply and Evaluate models of change management.

Planned change will be easier for the organization which allows for control as well as preparation. Emergent change is easier for the firm which arises naturally and can be easily accepted by the workers (Specchia et al, 2021). A firm such as Lego with deeply ingrained conventional models as well as well-established models can use Kotter's 8-step change management strategy. Implementing the change can be challenging and often met with resistance. Barriers like lack of leadership, teamwork as well a rigid workplace culture can reduce the productivity as well as efficiency of the goals.

To accomplish the lasting change includes feeling a sense of urgency for the change required for the organizational development and growth. The objective of this step is to prepare the staff for the coming change as well as motivate them to participate. In the second step, the organization can create a strong team with all the required skills, reputation, qualifications as well as authority to lead the change initiatives as well as influence the stakeholders (Olanya et al, 2023). The sponsors include high-ranking executives who are in charge of the initiative. Their accountability comprises assistance and sufficient resources needed to implement the change program. The team is in charge of creating the strategy and vision, allocating resources as well as driving the organization with the procedure by communicating with stakeholders. Change teams are the group of supervisors and managers which ensure all the tasks the performed on time.

The third step is developing the vision for the organization’s plan to assist the team in accomplishing it (Bell, 2024). This motivates the team members by presenting an accomplished picture. The vision for the organization motivates as well as supports the team's actions. This offers a realistic objective that is accomplished to measure efficiency which appeals to the stakeholders of the organization.

The objective of the fourth step such as communicating the change visions motivates the organization to support and accept the change program. This motivates employees to support the change as well as persuade them that the change is accomplished. The next step is to remove obstacles such as employee resistance to change, inadequate procedures as well as organizational rules. The manager needs to concentrate on mitigating the barriers that can slow down the organization's progress in the change objective (Olanya et al, 2023). The next step is to set short-term goals in which employees might become discouraged after working for a long time without having a sense of achievement with the tasks. The 7^th step includes keeping the change going which ensures the team members accomplish the change vision while includes tracking the progress.

In the last step, the change leader needs to create a new culture where the change can be sustained. This includes adjusting organizational values and standards, processes and reward systems to ensure in line with the new strategy. Digital transformation thrives in an atmosphere where innovation is embedded in the organizational culture. Leaders play the significant role in cultivating the culture by motivating creativity as well as a successful learning experience.

Analysis and Recommendations

Planned change within the organization is defined as a deliberate, organized transition designed to target a specific goal. These changes can range from minor changing procedures to more substantial changes like merging with other companies as well as implementing new structures. In a rising complex as well as dynamic business environment, companies are constantly striving to change as well as adapt their actions to situations as they progress (Harris et al, 2023). Incorporating the existing models might lead to the integrated identification to ensure organizational change which assists in developing a complete approach to handle change.

Construction organizations have major organizational changes at the business level. These companies are required to continuously implement change programs to adopt new technologies as well as methods for enhancing performance. These initiatives include the incorporation of lean construction, raising digitalization as well as enhancing project management practices. The change management model provides a compass that can lead change efforts by analyzing the particular procedure by illustrating the range of factors influencing the change (Karakose et al, 2021). To develop an agile workplace culture, companies need to follow a systematic approach to handling change. Leaders need to recognize as well as respond quickly to market changes as well as unexpected issues to create an agile culture. Having efficient leadership as well as buy-in from the executive team is vital to unifying the company behind the strategic direction. Human resources plays a vital role in change management by leading the change as well as serving as a facilitator for change. By championing change, human resources can assist the company to enhance support for change which enriches the success of the change initiative.

Task 3

By reflecting on this practice, I have understood that understanding and applying the best practices using management theories can help in guiding the team to success. For instance, transformational leaders motivate as well as inspire the workforce in managing trust-trained workers to take authority over decisions in their assigned jobs. This is a management style that allows workers to be more innovative and find new solutions for old issues. The main goal of transformational leadership is to motivate development, encourage loyalty as well as instill confidence in the team members.

I have evaluated that based on theory y, employees are self-motivated as well as enjoy the challenges of the work. Leaders with the assumption have collaborative relations with the individual which motivates them to work on their responsibility as well as empowers them to make decisions. Employees are committed to their quality as well as productivity objectives is the rewards are placed to handle high requirements like self-fulfillment.

This module has emphasized that efficient leaders emphasize building trust as well as efficient ways to accomplish trust through empathy. The empathetic leader can understand the requirements of others as well as be aware of their thoughts. Employees who feel understood and valued are more likely to speak and come up with new ideas as well as solutions to issues. With empathy, leaders are capable of connecting with the team members on a personal level which enhances communication as well as trust. By highlighting empathy, leaders can promote a culture of compassion, and inspire and support the team members to accomplish common objectives. Transformational leadership styles drive employee engagement as well as productivity.

References

Books and Journals

• Bush, T., 2020. Theories of educational leadership and management.
• Filipov, A., 2021. School Principals–Educational Leaders And Professional Managers. Бизнес управление, (2), pp.38-51.
• Harris, A., Azorín, C. and Jones, M., 2023. Network leadership: a new educational imperative?. International Journal of Leadership in Education, 26(5), pp.919-935.
• Jandigulov, A., Abdallah, A.K., Tikhonova, Y. and Gorozhanina, E., 2023. Management and leadership in online learning. Education and Information Technologies, 28(10), pp.13423-13437.
• Karakose, T., Polat, H. and Papadakis, S., 2021. Examining teachers’ perspectives on school principals’ digital leadership roles and technology capabilities during the COVID-19 pandemic. Sustainability, 13(23), p.13448.
• Kelly, A., 2021. Dynamic management and leadership in education: High reliability techniques for schools and universities. Routledge.
• Labrague, L.J., 2024. Relationship between transformational leadership, adverse patient events, and nurse-assessed quality of care in emergency units: The mediating role of work satisfaction. Australasian Emergency Care, 27(1), pp.49-56.
• Lipscombe, K., Tindall-Ford, S. and Lamanna, J., 2023. School middle leadership: A systematic review. Educational Management Administration & Leadership, 51(2), pp.270-288.
• Lorca, J.G. and Belli, S., 2023. Towards a funambulist leadership in researchers well-being: Managing equilibriums and tensions in the hybrid work era. Administrative sciences, 13(2), p.63.
• Ojogiwa, O.T., 2021. The crux of strategic leadership for a transformed public sector management in Nigeria. International Journal of Business and Management Studies, 13(1), pp.83-96.
• Olanya, D.R., Lassen, I., Tabo, G.O., Zakaria, H.L., Awacorach, J. and Jensen, I., 2023. Exploring hidden curriculum in responsible management education: A narrative inquiry of students' lived experience in management and leadership training programmes. The International Journal of Management Education, 21(3), p.100861.
• Saputra, F., 2021. Leadership, communication, and work motivation in determining the success of professional organizations. Journal of Law, Politic and Humanities, 1(2), pp.59-70.
• Shin, N. and Park, S., 2021. Supply chain leadership driven strategic resilience capabilities management: A leader-member exchange perspective. Journal of Business Research, 122, pp.1-13.
• Silva, C.S., Magano, J., Matos, A. and Nogueira, T., 2021. Sustainable quality management systems in the current paradigm: The role of leadership. Sustainability, 13(4), p.2056.
• Specchia, M.L., Cozzolino, M.R., Carini, E., Di Pilla, A., Galletti, C., Ricciardi, W. and Damiani, G., 2021. Leadership styles and nurses’ job satisfaction. Results of a systematic review. International journal of environmental research and public health, 18(4), p.1552.
• Zhang, H., Yang, L., Walker, R. and Wang, Y., 2022. How to influence the professional discretion of street-level bureaucrats: transformational leadership, organizational learning, and professionalization strategies in the delivery of social assistance. Public Management Review, 24(2), pp.208-232.

Online

• Bell, S., 2024. Kotter's 8-Step Change Model. Online. Available through. :<https://www.mindtools.com/a8nu5v5/kotters-8-step-change-model>