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Unit 4 Leadership and Management Case Study by Native Assignment Help
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The report is made on leadership and management in the organization. Leader and manager are frequently used interchangeably, however, they are not synonymous. Managers are primarily concerned with managerial duties such as planning, organizing, and coordinating resources in order to handle tasks and achieve outcomes. A leader will inspire, motivate, and influence his team members (Hsieh, and Liou, 2018). It will lead to the attainment of individual goals while also working towards the bigger goals of the company. A manager achieves the organization's missions and goals through supervising, directing, planning, and maintaining cooperation among personnel. Organizational leaders often facilitate decisions, whereas managers originate decisions.
The primary distinction between leaders and managers is that leaders describe the corporate culture and effort integrity, whilst managers largely apply the surviving culture while also maintaining their position. Both leaders and managers have distinct responsibilities in an organization and are critical to the successful operation of a firm.
The first section of the report addresses several management or leadership theories and concepts, as well as their implications for organizational activity. The research also discusses how different management and leadership styles impact company culture. The research examines the soft and hard talents of leaders and managers using examples from several leadership theories and their influence on corporate decision-making (Pape, 2020). The research also compares several firms based on their leadership and management actions. Finally, the research emphasizes the significance of successful culture, as well as the responsibilities of leaders and managers within the corporate culture. The firm Coco Cola is used as a case company in this study which require highly experienced quality leaders.
Figure1: coca cola logo
The managerial strategy used by leaders to inspire, motivate, and guide subordinates are referred to as their leadership style. Following are explanations of the major three kinds of leadership styles:
Leadership and management each have their own set of theories and philosophies. Management theories are a collection of ideas that assert basic recommendations for dealing with a business or an organization (Ospina, 2017). If a corporation implements sequential management ideas, it will gain from increased productivity, objectivity, teamwork, and easier decision-making for leadership. There are seven categories of organizational leadership and management ideas and philosophies.
On Each Order!
The above leadership and management ideas have an effect on an organization's operations both positively and negatively. These ideas all employed various management techniques that altered corporate behavior and culture (Tidd and Bessant, 2020). Every business was considered by Taylor's theory, which also changed the supervisors' and human resources professionals' and personal dynamics. The beginning of the human relations theory, which assisted in encouraging improvements in organizational behavior, subsequently opposed this conventional organization style.
McGregor's Theory X & Theory Y has yet another significant influence on organizational activity. These two theories couldn't be further apart. Strict guidelines for carrying out organizational tasks will come from implementing Theory X in the organization. Application of Theory Y, on the other offer, fosters a culture where workers perform in a way that demonstrates their dedication to carrying out organizational tasks.
As with the idea of leadership and managerial activities in an organization discussed above, the Company should monitor the management activities of its rivals to achieve a competitive edge. Red Bull and Coca-Cola Businesses are contrasted to analyze the leadership and management practices of another firm. The Austrian company Red Bull was founded in 1987. The business sells its goods in over 145 different nations worldwide. Currently, the business has franchises all around the world, and each one has a marketing staff and CEO. Red Bull was able to define the energy drink market with a distinctive brand that integrated its merchandise into popular teams and culture.
The Mateschitz manager is in charge of marketing initiatives, and she mostly concentrates on aggressive marketing via viral marketing, promotional activities, and sports sponsorship. The divisional and functional organizational structures the corporation has to enable it to be more adaptable and flexible in planning for various economic situations again for leadership and management techniques (Rahim, 2017). The annual budget must be separately managed by each franchise to guarantee that it is put to the best possible use in running the business. The management of an HR team is seen as being extremely strong at the corporate level. In order to make the newly hired workers professional in their job and efficiently accomplish the company's goal, they are dispatched to regional headquarters for training and development activities.
While Coca-Cola, a manufacturer of soft drinks with its headquarters in the United States, was established in 1886. Currently, the corporation sells its goods in more than 200 regions and nations. The business favors democratic and laissez-faire leadership approaches when it comes to managing several franchises throughout the world (Gehani, 2016). To manage its human resources efficiently, the Coca-Cola Company organized its personnel based on shared talents, abilities, and job duties. Only the senior management has the authority to develop the company's planning and strategy, whether it be for the short term or the long term. The business keeps tabs on all of its operations through routine assessments of seller and leadership effectiveness. The company's sales division engages in target-based activities to market its goods internationally.
It may be deduced from a comparison of the administrative actions of Coca-Cola as well as Red Bull firms that both entities produce energy and soft beverages. But each engages in distinct planning, organizing, leading, managing, and marketing operations. Each franchise CEO at Red Bull is free to create and implement their planning and execution techniques. However, only the senior management at the headquarters create the short- and long-term plans and strategies for Coca-Cola (Appie et.al. 2020). Red Bull has an aggressive marketing approach by persistently focusing on athletes throughout the globe. While Coca-Cola targets individuals of all ages, particularly young people worldwide, using a marketing mix approach.
Both businesses employed various organizational structures and styles of leadership. Red Bull chose a divisional, functional organizational structure that mostly represents an authoritarian leadership style with little regard for a democratic approach (Casaqui and Riegel, 2016). Coca-Cola, on the other hand, adopted both democratic as well as laissez-faire leadership philosophies. Therefore, it can be said that both businesses are operating well in the market using various leadership and management strategies to outperform their rivals.
The collective of expectations, beliefs, and practices that direct and notify the actions of all workers in the organization is referred to as organizational culture. A culture is made up of leadership styles, a communications chain, information distributed internally, and corporate festivities (Sarooghi et.al. 2015). A healthy organizational culture has favorable characteristics that contribute to increased performance efficiency, whereas a functional organizational culture has defects that can hinder even the wealthiest businesses.
Organizational culture and leadership are the ideals that characterize an organization and how its management executes those principles. It specifies the behaviors and activities that an organization expects from its workers in order to foster a positive atmosphere conducive to business growth. Organizational culture aids in clearly establishing and conveying the firm's vision and mission so that all employees are aware of the goals to be achieved. Leaders teach workers how to embrace principles that contribute to organizational culture. Leaders are also responsible for relating, educating, and evaluating the culture that the business wishes to foster. Ethical leadership contributes to the development of a trusting culture based on integrity, truth, and justice.
Organizational culture and leadership for effective performance include:
Conclusion
The aforementioned research leads to the conclusion that an organization's performance is greatly influenced by its leadership and management practices. Values, acceptance, culture, and motivation of employees are all determined by the leadership. Institutional plans, including their success in implementation, are shaped by leadership as well. This study demonstrates how various leadership philosophies may be used to develop distinctive corporate cultures. Where employees need to be direct and are less skilled, autocratic leadership might be applied. When employees don't require supervision since they are specialists in their area of work, the laissez-faire approach is best. Because two businesses might share the same physical resources but not identical human resources, this paper highlights the significance of management and leadership in achieving organizational growth. A comprehension of leadership and management actions at the Coca-Cola Organization is also included in the study. The Coca-Cola Group's success is largely due to its utilization of many leadership philosophies in various areas.
Reference
Amanchukwu, R.N., Stanley, G.J. and Ololube, N.P., 2015. A review of leadership theories, principles and styles and their relevance to educational management. Management, 5(1), pp.6-14.
Appie, L., Ndletyana, D. and Wilson-Prangley, A., 2020. Empowering the next generation of leaders: Maserame Mouyeme’s journey at Coca-Cola. Emerald Emerging Markets Case Studies, 10(2), pp.1-24.
Ashikali, T. and Groeneveld, S., 2015. Diversity management in public organizations and its effect on employees’ affective commitment: The role of transformational leadership and the inclusiveness of the organizational culture. Review of Public Personnel Administration, 35(2), pp.146-168.
Bakari, H., Hunjra, A.I. and Niazi, G.S.K., 2017. How does authentic leadership influence planned organizational change? The role of employees’ perceptions: Integration of theory of planned behavior and Lewin's three step model. Journal of Change Management, 17(2), pp.155-187.
Casaqui, V. and Riegel, V., 2016. Management of happiness, production of affects and the spirit of capitalism: international narratives of transformation from Coca-Cola brand. The Journal of International Communication, 22(2), pp.293-314.
Ejimabo, N.O., 2015. The influence of decision making in organizational leadership and management activities. Journal of Entrepreneurship & Organization Management, 4(2), pp.2222-2839.
Elsbach, K.D. and Stigliani, I., 2018. Design thinking and organizational culture: A review and framework for future research. Journal of Management, 44(6), pp.2274-2306.
Gehani, R.R., 2016. Corporate brand value shifting from identity to innovation capability: from Coca-Cola to Apple. Journal of technology management & innovation, 11(3), pp.11-20.
Hsieh, J.Y. and Liou, K.T., 2018. Collaborative leadership and organizational performance: Assessing the structural relation in a public service agency. Review of Public Personnel Administration, 38(1), pp.83-109.
Hyväri, I., 2016. Roles of top management and organizational project management in the effective company strategy implementation. Procedia-Social and behavioral sciences, 226, pp.108-115.
Kivipõld, K., 2015. Organizational leadership capability–a mechanism of knowledge coordination for inducing innovative behaviour: a case study in Estonian service industries. Baltic Journal of Management.
Logos worlds, 2023. Coca cola logo (online) https://logos-world.net/coca-cola-logo/ acessed on 30 January.
Ospina, S.M., 2017. Collective leadership and context in public administration: Bridging public leadership research and leadership studies. Public Administration Review, 77(2), pp.275-287.
Pape, M., 2020. Gender segregation and trajectories of organizational change: The underrepresentation of women in sports leadership. Gender & Society, 34(1), pp.81-105.
Rahim, M.A., 2017. Managing conflict in organizations. Routledge.
Sarooghi, H., Libaers, D. and Burkemper, A., 2015. Examining the relationship between creativity and innovation: A meta-analysis of organizational, cultural, and environmental factors. Journal of business venturing, 30(5), pp.714-731.
Thomas, S.J., 2015. Exploring strategies for retaining information technology professionals: A case study (Doctoral dissertation, Walden University).
Tidd, J. and Bessant, J.R., 2020. Managing innovation: integrating technological, market and organizational change. John Wiley & Sons.
Note- This section of the presentation develops a motivational strategy that emphasizes organizational productivity by using both inner and extrinsic motivation.
Note- A distinct company uses one of five incentive theories. When executing duties, employees' confidence may rise if they feel competent. Employers' performance may be managed and enhanced by managers utilizing the Competence Theory by assigning them to particular duties. According to the incentive motivation theory, rewarding employees might enhance their performance.
Note: This is a powerful incentive program designed for businesses like Coca-Cola to inspire workers to work successfully and efficiently. Employees' best efforts will lead to the accomplishment of organizational goals and the expansion of the company. Organizational performance often refers to a company's ability to achieve the best outcomes. The three core focuses of organizational performance—financial performance, stock performance, and shareholder presentation—are the most important areas for improving managerial performance.
Note- Only through changing organizational culture and activities is it possible to improve organizational performance. There are several ways to increase a company's performance; some instance includes continuous improvement, personnel performance enhancement, and acquisition and transformation of digitalization.
Note: These management strategies aid in raising both employee and organizational performance. The organization will have clarity regarding what to do, how to do it, and when it should be done if managers follow this strategy. Managers work to bring together various parties and connect personal objectives with company objectives. Managers also make an effort to inspire workers by strengthening the relationship between each department.
Note: Employees have the option of working from home during some of their working hours' thanks to telecommuting. When two employees split a full-time job, each works a half-day. This is referred to as job sharing.
Conclusion and Recommendations
Note: All of the methods mentioned will aid in developing a supportive workplace culture that encourages collaboration and teamwork. It improves the efficacy and efficiency of employees' work performance.
References
Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance. Academy of Management journal, 58(1), pp.111-135.
Cook, D.A. and Artino Jr, A.R., 2016. Motivation to learn: an overview of contemporary theories. Medical education, 50(10), pp.997-1014.
Jalagat, R., 2016. Job performance, job satisfaction, and motivation: A critical review of their relationship. International Journal of Advances in Management and Economics, 5(6), pp.36-42.
Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of progress. Journal of Applied Psychology, 102(3), p.338.
Kothe, E.J., Ling, M., North, M., Klas, A., Mullan, B.A. and Novoradovskaya, L., 2019. Protection motivation theory and pro?environmental behaviour: A systematic mapping review. Australian Journal of Psychology, 71(4), pp.411-432.
Lamb, M., 2017. The motivational dimension of language teaching. Language Teaching, 50(3), pp.301-346.
Osabiya, B.J., 2015. The effect of employees motivation on organizational performance. Journal of public administration and policy research, 7(4), pp.62-75.
Shafiei, A. and Maleksaeidi, H., 2020. Pro-environmental behavior of university students: Application of protection motivation theory. Global Ecology and Conservation, 22, p.e00908.
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