BMS411 Leadership Report Assignment Sample

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Leadership Report 

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About the company

Unilever is the British multinational consumer goods company which has based on London, UK. The company was founded in September 1929 by William Lever. The products in which the company is dealing with include food, ice-creams, tea, coffee, breakfast cereal, pet food, minerals & supplements, and so on. The company has the 400 brands name in 190 countries. They have the global presence for the purpose of providing services globally.

“Management is doing the things right; leadership is doing the right things.” Peter F Drucker

The above statement shows that the management of Unilever has been helping the company to done the things right without doing any mistakes in the management department while controlling and monitoring the employee's activities also for the success in the organization (Connolly, James and Fertig, 2019). On the other hand, with the help of leadership the leaders of Unilever enable the members of the company to done the right things in advance without doing any mistakes in the activities.

Comparison between the management and leadership

Basics

Leadership

Management

About

Leadership means the ability by which an individual influence the other people to contribute towards the success and the effectiveness of the organization.

Management refers to the process by which the organization planning, organizing, staffing, directing and controlling the activities to achieve the common goal towards the success of an organization.

Orientation

The leadership is the people oriented because it leads or influence the people for something.

On the other hand, management is the Task oriented process because it helps the company to manage tha task and achieve the common goal of the company (Wajdi 2017).

Organization

Under, the leaders, they have followers.

Managers have subordinates

Styles

Leadership is dealing with the transformational, consultative, &participative leadership styles.

Management is dealing with the authoritative, transactional, autocratic, democratic, and consultative

It has been identified that in today's corporate world there are many leadership styles that has been using by the organization to deal with the complications and flexibilities for the achievement of the tasks in the organization (James and Fertig, 2017). For example, Unilever has been using the leadership styles to lead the employees in the organization which are as follows:

It has been analyzed that Unilever has been using many leadership styles in the organization because they are applying the statement which has been said by Peter Ducker.

  • Participative leadership style: This style is also called as the democratic leadership style which has been using by Unilever in the organization to motivate the employees towards the achievement of the common goal (Akpoviroro, Kadiri and Owotutu, 2018). While using the participative leadership style, the company motivates the employees by involving them in the decision making process and welcoming their suggestions and ideas for the improvements in the business. With the help of this leadership style, the company encourages the though process of all the employees which also decreases the employee turnover rate. Most of the time the leaders of Unilever are using this leadership style for the achievement of high productivity level in the organization.
  • Transformational leadership style: The Unilever has also been using this leadership style to be a role model of the employees so that they can trust easily and help the organization to achieve the heights. While seeing the vision of the company, the employees of Unilever inspire their followers and then encourage and empower them to achieve it (Alqatawenh 2018). It serves the high value on the employees as well as on the organization. Motivation and inspiration is the main support of the employ that has been gain by them of the employees.

According to the situation in the organization, Unilever leaders and managers are using these leadership styles. It has been identified that the leaders and the manager must recognize the situation and accordingly applies the styles for the accomplishment of goals and objectives.

“The only safe ship in a storm is leadership.” Faye Wattleton

According to this statement which has been given by Faye Wattleton is that leadership is the most important part behind the success of an organization. It has been identified that Unilever is one of the most popular brand in the eyes of the customers as well as for the employees who are working in the company (Steffens and Haslam, 2020). They treat the people like they are the most important assets of the organization without them the success can't be getting easily in the organization. According to this statement, Unilever has been using the leadership models and theories which are as follows:

Victor Vroom's expectancy theory

With the help of this theory, Unilever has been assuming the behavior results of the employees whose purpose is to minimize the pain and maximize the pleasure. According to their theory, it has been identified that the relationship between the people's behavior in the organization and their goals are not so simple to manage which is imagined by the scientists (Lloyd and Mertens, 2018). It has been identified that the author has relates that an employee's performance is based on many individual factors such as knowledge, experience, skills, abilities, and so on. The theory is based on the three beliefs which are as follows:

  • Valence: It is related to the emotional orientations with respect to the positive outcomes. This is depending on the intrinsic and extrinsic values of the employees.
  • Expectancy: Each employee has different expectations according to their needs and desired, The employees of Unilever have different level of confidence and expectations about what can do for the organization for the accomplishment of goals and objectives which will discover by the organization in response to training resources, supervision that are needed by employees.
  • Instrumentality: It refers to the perception of the employees with the help of instruments to achieve the desired outcomes.

With the help of this theory, Unilever and the employees have to aware the following three processes which include:

  • Increased efforts of the employees will improve the work performance of the employees in the organization
  • Increase performance will result to get the higher rewards.
  • The rewards will be appreciated by the employee (Baciu 2018)

Adam's equity theory

This theory has been using by Unilever for improvising the equality and fairness to the employees as compared to the others. According to this theory, it says that an individual wants a fair relationship between the input and output. It means that what employees are giving to the organization will be equal to the organization will be giving to the employees in return. It is not about the fair salary and rewards but also about the level of motivation and satisfaction from the job (Kollmann et al, 2020). The inputs of the employees include loyalty, hard work, commitment, skills, ability, enthusiasm, flexibility, commitment, and so on. The output includes financial rewards, recognition, praise, stimulus, job security, sense of advancement and growth, responsibility, and so on. According to this theory, the employees' inputs and output must be balances which will have the benefit to Unilever for the accomplishment of goals and objectives and gain the competitive advantage in the market.

It has been identified that with the help of these theories Unilever will be able to give the satisfaction to the employees according to their needs and desires which in turn have the high growth in the business. While using these theories, the leadership will be identified in the employees and can have the best use of it in the organization because it has been examined that leadership is the most important part of the organization.

“A diverse mix of voices leads to better discussions, decisions and outcomes for everyone” SundarPichai, CEO of Google

According to this statement written by SundarPichai, it has been identified that if the positive culture is followed by Unilever than they will get the success soon in the organization. The Culture is the most important part because it will have the positive impact on the productivity of the employees (Fitria 2018). It has been identified that Unilever has been using the diversify culture which promotes the diversity and equal opportunities to the employees and where there is respect and mutual trust for the human rights and no discrimination.

Impacts of Leadership on Organizational culture

The leaders are the one who directs the people and will responsible for the culture in the organization. In Unilever, the leadership has many impacts on the organizational culture which is the result to get the success in the business. It has been identified that the with the help of leadership the employee are the highly motivated person which in turn helps them to influence the other people to achieve the common goal in the organization. It has the positive impact on the culture of Unilever because it will increase the productivity of employees while maintaining the relationships between the employees. The impacts of leadership on organizational culture are:

  • Spread motivation: It helps the organization to spread the motivation between the employees which in turn get the success and growth in the organization.
  • Strong vision: With the help of leadership, the employees of Unilever have the strong vision that has to be achieving by them with the high level of motivation (Meng and Berger, 2019).
  • Coaching: The coaching refers to the process by which the employees get the leads and supervision for the accomplishment of the objectives.
  • Responsibility: With the help of leadership, the leaders of Unilever have been giving the responsibility to the employees so that they can understand the company's requirements which will again have the positive impact on the culture.

These impacts of the organizational culture have the influence on the employees which will enable to learn and growth on an organizational as well as an individual basis. The leadership also has an impact on the diversity management which has already been doing by Unilever.

According to the statement it has been identified if in the organization, a diversify culture is there then the organization will get the better outcomes towards the fulfillment of the needs and desires of the employees. It has been identified that with the help of culture it drives the innovation, development of employees, retention and so on in the organization. This will lead to the best performance of the employees in the organization. It has been identified that there are three ways that the culture affects the performance of the employees. This includes productivity rises, performance of the business will be improved, and goals and objectives are supported.

Leaders influence culture

Leaders have the tremendous impact on the culture because they set the agenda, work, management, lead, and delegate to the employees. It has been examined that Unilever leaders provides a fruitful vision, objective, inspiration, and motivation in the employees which will automatically leads to the success in the organization. Changes in the culture also have the working practices that support the characteristics of an individual within the teams. It has been analyzed that the diverse workforce in the organization helps the company to achieve the heights because they have different ideas and suggestions to attract the customers towards the company (Shahzad, Xiu and Shahbaz, 2017). It will also have the positive culture by maintaining the relations with the employees. The leaders always influence the culture of the organization because they know how to solve the conflicts between the employees and how they can motivate the employees to done the things rights according to the needs and desires of the organization.

References

Connolly, M., James, C. and Fertig, M., 2019.The difference between educational management and educational leadership and the importance of educational responsibility. Educational Management Administration & Leadership47(4), pp.504-519.

Wajdi, B.N., 2017. The differences between management and leadership. Sinergi: JurnalIlmiahIlmuManajemen7(1).

James, C. and Fertig, M., 2017.The difference between educational management and educational leadership and the importance of educational responsibility. Leadership.

Akpoviroro, K.S., Kadiri, B. and Owotutu, S.O., 2018. Effect of participative leadership style on employee’s productivity. International Journal of Economic Behavior (IJEB)8(1), pp.47-60.

Shahzad, F., Xiu, G. and Shahbaz, M., 2017.Organizational culture and innovation performance in Pakistan's software industry. Technology in Society51, pp.66-73.

Meng, J. and Berger, B.K., 2019. The impact of organizational culture and leadership performance on PR professionals’ job satisfaction: Testing the joint mediating effects of engagement and trust. Public Relations Review45(1), pp.64-75.

Fitria, H., 2018. The influence of organizational culture and trust through the teacher performance in the private secondary school in Palembang. International Journal of Scientific & Technology Research7(7), pp.82-86.

Kollmann, T., Stöckmann, C., Kensbock, J.M. and Peschl, A., 2020. What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction. Human Resource Management59(1), pp.101-115.

Baciu, L.E., 2018. EXPECTANCY THEORY EXPLAINING CIVIL SERVANTS’WORK MOTIVATION.EVIDENCE FROM A ROMANIAN CITY HALL. The USV Annals of Economics and Public Administration17(2 (26)), pp.146-160.

Alqatawenh, A.S., 2018. Transformational leadership style and its relationship with change management. Verslas: teorijairpraktika19(1), pp.17-24.

Steffens, N.K. and Haslam, S.A., 2020.The narcissistic appeal of leadership theories. American Psychologist.

Lloyd, R. and Mertens, D., 2018. Expecting more out of expectancy theory: History urges inclusion of the social context. International Management Review14(1), pp.28-43.

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