(cloudinary 2019)

According to Kruse, leadership is a process of influence, which increases the efforts of the followers towards achievement of goals (Kruse 2015). That means leaders make new path to achieve success and people or followers are follow them to achieve their goals. Now a days it is very challenging to be a good leader because every person come from different background, have different knowledge and working styles and everyone wants to do work in their style. As a leader you have many responsibilities like to motivate your team members, explain your point of view in front of people and communicate with everyone.

In my MBA I learned lot of leadership theories like democratic, autocratic and transformational. Every leadership theory has some advantages and disadvantages. As I said in my previous blog a single leadership theory is not fit for every situation. Leadership theories may vary according to the situation. During my bachelor’s degree i was the head coordinator of my college fest where I had to be a leader.

Many a times I had to be a leader in both styles autocratic and democratic. When the situation was not under my control, I choose autocratic style and took the decision on my own. And when the situation was under my control I made decision with the help of my team member. This was a very challenging situation as a leader for me. 

What I want to be?

Now I would concentrate on being more transformational leader. Now a days I am working on my leadership style because I want to be a professional and successful businessman like Anil Ambani, he is a transformational leader. This leadership style is a procedure of inciting larger amounts of inspiration and commitment among followers. The accent is on producing a vision for the organisation and the leader’s capacity to speak to higher beliefs and values of followers, and making a sentiment of equity and trust (Mullin 2016).

 (kbresearch 2019)

As I said that I am working to be a transformational leadership so this leadership style has four parts. Firstly, as a leader I would boost my followers to show more interest in team work also I will focus on the needs and wants of followers to develop a strong bond between a leader and follower. Secondly, I would help my followers to be more creative also motivate them to achieve goal. Third step, a good bond between followers and leader is very important to develop trust and respect. which helps the followers to achieve their goals. In last point I would boost and motivate my followers individually. I would give respect to their feedbacks and opinions.

Recently I faced some challenges as a leader in my class activity. So, in six week’s class activity we should build a tower. I was the team leader in that activity. In this task we should build a tower with colours and only one person who cover their face and eyes with some clothes that means without seeing anything had to build the tower. And other team members should guide him to build that tower without using hand. So, the main purpose of this task was to learn how to work with people who are from different background, how you execute your plan to complete the task.

But as a leader I faced some challenges like we did not made any plan just rushed to complete the task, no one focused on the planning and strategies. But later me and my team members gave their ideas and then we made a plan and worked as a team and finally we finished that task successfully.as a leader I observed that there was lack of planning in that task and communication barrier was a big challenge I faced. So, these were the challenges I faced as a leader.

So, transformational leadership style is a good style to share ideas with other team members, therefore working as a team is easy, there is high job satisfaction, good bonding with followers. And transformational leader always motivates team members to achieve their individual goal. So, this leadership style would help me to have less conflicts with team members and to understand others.

Referencing –

Kruse, K. (2015) Define Leadership [online] available from <http://www.forbes.com/sites/kevinkruse/2013/09/what-is-leadership/#6180713e&gt; [Accessed 7 Jan. 2018].

Mullins, L. and Christy, G. (2016). Management and organisational behaviour. Harlow, England: Pearson.

Kbresearch.com. (2019). [online] Available at: [Accessed 6 Jan. 2019].

Res.cloudinary.com. (2019). [online] Available at: [Accessed 6 Jan. 2019].

(blogspot 2018)

Now a day’s each organisation has its own type of problems and most appropriate remedies. According to Mullins ‘An underling feature of the successful organisation is the ability to adapt change. For the organisations to perform well and develop, the process of change must be the harmony with organisational culture (Mullins 2016). So successful management of change is dependent upon a culture of openness, participation and acceptance of new ideas. Organisational improvement can only be achieved through involvement of people, who are the organisation’ (Mullins 2016).

Brexit –

(lecourrierderussie 2018)

In 23 June 2016, British peoples who are eligible to vote have voted for the Brexit. Brexit means Britain exit from European Union. So, 51.9% of people have voted to Britain leaving European union and about 48.1% of people have voted for Britain not to leave EU, after 30 million individual votes Britain decided to leave European Union (Forbes 2018). After the Brexit UK is facing many problems like loss in business, decreasing numbers of industries, decreasing GDP, new agreements on international trade etc. and one big consequences of Brexit is the pound cut down to its most reduced level since 1985 (Foster 2018).

Impact of Brexit on Leon restaurant –

Leon restaurant was started its first outlet in 2004 on Carnaby street. Leon restaurant is London based and it has most of its outlets in London. now Leon has almost 30 outlets in London, business operation of Leon has been successful these years (leonrestaurants 2018). But Leon’s supply chain is facing a big problem because of Brexit, problem is value of pound has been dropped by 20% against dollar that means the imported products and food are more expensive which affects the price of food in restaurants. Similarly, the tariff on meat also rises sharply 27% but this is not more noted when we realize that almost 30% of food in UK are imported from the European Union (leonrestaurants 2018). so, this put more pressure on the Leon’s profit. After the Brexit UK government increases the national minimum wage from 6.7 to 7.2 pound which increases the labour cost in the restaurants (leonrestaurants 2018). So, these problems are affecting the profit and marketing of the Leon restaurants. Now Leon needs changes to stay safe and alive in the UK market after Brexit.

(scoop 2018)

Solution for Leon restaurants –

I believed that Lewin change models can be applied on the Leon restaurants. Lewin’s model has main three elements which are unfreeze, change and freeze. All points are discussed below.

(blogspot 2018)

The initial step is unfreezing which can be diagnosing the need and effect of change due to Brexit. Leon starts with the investigating about the changes, the controls and laws which will be executed by the government, costumer’s reaction to change, and solutions that Leon restaurant can have to face the change. In second step of model (change) Leon will apply the solutions on its strategies, general operations and structure to adapt the change based on the new research. The final step (freezing) is about settling the strategies, new structure and attitudes in the firm (Lewin 1947). So, these steps are helpful to overcome from the Brexit.

Action –

Leon’s leaders are working to find a best way to achieve success or to make the changes. But according to my opinion Leon needs to freeze the growth in the UK and find other markets outside the UK. According to a report Leon signed on agreements to open some outlets in United States and North Europe (telegraph 2018). After the Brexit Leon needs to think faster to establish outlets in outside the UK to make more revenue by business growth. Secondly Leon needs to focus on home delivery market because 30% of consumer trusts that home delivery food is less expensive than eating in a restaurant (caddy 2018). So, these are the recommendations to improve business or to survive after the change of Brexit.

Learning outcome –

The management changes are not simple even it is immediate or slow. The above example of Leon restaurant clearly explained that how organisations are suffering because of Brexit. Organisations in the world of business can be affected by many other factors especially which are related to politics like Brexit. So, organisations need to follow a suitable business strategy to go through the situation and become successful.

Referencing –

blogspot.com. (2018). [online] Available at: http://3.bp.blogspot.com/_7E-V2lucIao/TO7JKYZl6BI/AAAAAAAAUQ/ywAWcfC4WUg/s1600/change-management1.jpg [Accessed 27 Dec. 2018].

Caddy,T. (2018) British Lifestyles: Preparing for Change – UK – May 2018. [Online] Available from < http://academic.mintel.com/display/831683/?highlight. > [27 December 2018]

Foster, A. (2018). What is Brexit and what is going to happen now that Britain has voted to LEAVE the EU?. [online] Express.co.uk. Available at: https://www.express.co.uk/news/politics/645667/Brexit-EU-European-Union-Referendum-David-Cameron-Economic-Impact-UK-EU-exit-leave [Accessed 27 December 2018].

Forbes. (2018). 3 Reasons Brits Voted For Brexit.

[online]

Available at: https://www.forbes.com/sites/johnmauldin/2016/07/05/3-reasons-brits-voted-for-brexit/#7f7117791f9d [Accessed 27 December 2018].

Lewin, K. (1947) Frontiers in group dynamics: Concept, method and reality in social science; equilibrium and social change. [Online]. Sage Journals. Available from < http://journals.sagepub.com/doi/abs/10.1177/001872674700100103 > [27 December 2018]

Leon Restaurants. (n.d.) THE LEON VISION [Online] Available from < http://leonrestaurants.co.uk/vision/ > [27 December 2018]

lecourrierderussie.com. (2018). [online] Available at: https://statics.lecourrierderussie.com/wp-content/uploads/2016/06/brexit–1.jpg [Accessed 27 Dec. 2018].

Mullins, L. (2016). Management & Org Behaviour. Pearson Australia Pty Ltd. Pp. 537 w

“A leader is one who knows the way, goes the way, and shows the way”.

                                              -John C. Maxwell

In 21th century, there are many leaders like jack ma, Steve jobs, Bill gates etc who influence the world. All leaders have different leadership style and they lead people according to their style. Leadership style explains that how a leader leads the employees in the organisation and how he contributes for the success of the company. according to Yukl leadership is defined as “the process of influencing others to understand and agree about what need to be done and how to do it” (Yukl 2010). According to my opinion now leadership has become more satisfaction for employees, that means leaders have more challenges when they have more things to care in the organisation.

Theories of leadership –

In today’s word, there are many studies about the leadership styles but the most famous study is Kurt Lewin’s leadership styles. Kurt was known as the ‘father of experimental social psychology’ (Billig 2015). Kurt said that there is no single leadership style that fits in all situations, He divides leadership styles in three ways Autocratic, Democratic and laissez faire (Lewin 1994).

(blogspot 2018)

1. Autocratic leadership style – in this leadership style managers have power to take decision without asking of others opinion. Similarly, in an organisation only one or a group of people have the authority to make decision that means they follow autocratic leadership style (Lewin 1994).

Example-

Adolf Hitler (Michael 2018)

Adolf Hitler is the best example of the autocratic leadership style Because Hitler put all power of decision making to himself as a central. Even he understands human nature, constant influence and speaks with purpose but his team members did not have right to involve in decision making process also team members did not have power to give their suggestions or opinion in decision making process. Hitler made decisions and everyone follow that decision if anybody stand against him then they were killed (Michael 2018).

• Democratic leadership style – in this leadership style all the team members or employees have equal power to give their opinion in decision making process, Also, in this process employees have power to give their opinion for the new employee recruitment (Lewin 1994).  But always leaders are still making the final decisions for the organisation.

Example –

Jack ma (Jalloh 2018)

Jack Ma is the one of example of democratic leader. In the beginning Ma was the autocratic leader but later he allows his employees to give their opinion in the meeting (Jalloh 2018). He always makes the final decision. In the starting when Ma tried to create a website, he gave his idea to his employees to come up with Chinese culture influenced website and employees had freedom to do it (Jalloh 2018).

•  Laisse faire leadership style – in this leadership style leaders give work to the team members and allow them to work according to their knowledge and they have power to share their opinion (gill 2018).

The challenges of Lewin’s theories –

I agree with this theory because it has both advantages and disadvantages. But according to Steve Morgan this theory has some challenging factor like, in democratic leadership style all the employees are involve in decision making process it will take a longer time to make final decision. So, when an organisation needs an immediate decision at that time this theory is failed (Morgan 2015). Like this some other authors also challenged this theory but these three-leadership styles are most followed leadership styles.

Challenges faced by leaders in modern world –

According to center of creative leadership research on more than 700 leaders from different countries find that there are some main challenges faced by the leaders like developing relevant skills about management, inspiring employees, developing trust, team leading etc. according to me people with different backgrounds may vary their concepts and communication also a big challenge for the leaders in modern world (culc knowledgecast).

How leadership theory should develop in the future –

My opinion, leadership style is the important quality to leads the followers in right direction. Changes is the best strategy to develop a successful business. There are some factors like culture and different working style of individual need to be considered in future. So, these factors may be helpful to grow a business in the future.

Referencing –

Billig, M., 2015. Kurt Lewin’s leadership studies and his legacy to social psychology: is there nothing as practical as a good theory?. Theory of Social Behaviour, 45(4), pp. 440-460.

blogspot.com. (2018). [online] Available at: http://3.bp.blogspot.com/-XWzA6NBLu18/VWe8YT6bv5I/AAAAAAABY/Ny7duIeqCDQ/s1600/Coaching-Styles.png [Accessed 22 Dec. 2018].

Gill, E., 2016. What is Laissez-Faire Leadership? How Autonomy Can Drive Success. [Online]

Available at: https://online.stu.edu/laissez-faire-leadership/

[Accessed 20 December 2018].

Jalloh, M., 2018. Jack Ma: Success Story. [Online]

Available at: https://www.investopedia.com/university/jack-ma-biography/jack-ma-success-story.asp

[Accessed 20 December 2018].

Lewin, K., 1994. A Research Approach to Leadership Problems. Educational sociology, 17(7), pp. 392-398.

MICHAEL, 2016. Adolf Hitler Leadership Profile. [Online]

Available at: http://www.leadershipgeeks.com/adolf-hitler-leadership/

[Accessed 22 December 2018].

Morgan, S., 2015. The Three Main Business Leadership Styles. [Online]

Available at: http://nata.aero/data/files/safety%201st%20documents/etoolkit/safety%201st%20etoolkit%20april2013.pdf

[Accessed 20 December 2018].

Yukl. (2008). Leadership in Organizations. Pearson India. ��

      “Culture is the organisation’s immune system”

                                                                      -Michael Watkins

Organisation culture includes organisation’s expectation, experience and philosophy. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time (Mullins, 2016). Organisation cultures are one of the most important factors for employees when selecting a job. According to Laurie j. Mullins organization culture means ‘how things are done around you’ (Mullin l.1996). Organisation member’s vision, values, language, location, beliefs and habits affects the culture of an organisation (Kumar M 2013). Now a day’s people prefer to do their own business. So, Entrepreneurs needs to consider both internal and external factors to achieve success. Profit and organisational culture both are the keys to get success in business. In this blog I am going to discuss about problem of organisational culture in Maruti Suzuki company.

Problem in Maruti Suzuki-

The company was founded in 1989.R C Bhargava is the chairmen of the company. it is an automobile company which have headquarter in Delhi (India) (standard news 2018). Maruti Suzuki company faced two big issues which are related to employee’s wage and working condition in plant. 

Maruti Suzuki has amanufacturing unit in Manesar (India). So, in that manufacturing unit over 3000 temporary workers seek for same wages as permanent staff. Temporary workerssaid that they received salary less than minimum wages (NDTV 2018). Secondly, inthat company temporary workers were working more than permanent workers because according to standard news, permanent workers are only supervising the work and temporary workers are work hard and more hours than permanent workers (standardnews 2018). They were not happy with their job. One day Workers start strike infront of the main gate of plant. After some time, they start protest against management of plant and then police reached there for security purpose. But workers don’t want to listen anything then police start lathi charge and arrest some of them but later they were granted bail (NDTV 2018).so it was the issue in the company.

Strategies to manage culture-

Let me analysis the problem of Maruti Suzuki with Hofstede model. Hofstede culture model has six dimensions (powerdistance, individualism vs collectivism, indulgence vs restraint, long vs short term orientation, masculinity vs femininity, uncertainty avoidance) eachdimension represents different things (Hofstede.G1994). Firstly, Maruti company have high power distance. Because lower positioning workers have no power to speak in front of management and they arenot allowed to give their opinion. So higher position employees take the advantage of it. Secondly company have high individualism. Because permanent workers treated differently than temporary workers. Permanent workers have higherwages than temporary workers. Workers were not work as a team member they work for compete with each other. So, these are the problems of the company according to Hofstede model.

(Bing 2018)

Now analysis the problem of Maruti Suzuki company with OCAI model. Cameron and Quinn developed a model of competing value framework. Which have four (the clan culture, adhocracy culture, market culture, hierarchy culture) organisation culture. In their research Cameron and Quinn found that most of the organisation follow mixculture that’s why the chance of conflict increases (culture2018). In this company management follow hierarchy culture and workers follow adhocracy culture. Because in hierarchy culture every employee has their rank and importance in the company and they use power according to their rank. And workers follow adhocracy culture that’s why they compete with each other. So Maruti Suzuki also follow the mix organisation culture and people compete with each other and they start fight. So according to OCAI model it is the main problem.

• 

(Bing 2018)

Solution-

Maruti Suzuki leaders were solve this problem. According to NDTV news company made contracts for every worker. Company also increased the wage of the workers more than minimum wage (NDTV 2018).

My suggestion to Maruti Suzukicompany is that, company needs to reduce the power distance from their culture because every worker is important for the company and they have power to give their opinion. Secondly after the comparison of culture of company with OCAI model, company needs to follow only one organisation culture to reduce conflict.

Conclusion-

Culture can be managed within organisation when organisation have a well structure of the cultures, power distance, low individualism and workers works as a team member. High position employees also need to work as a them leader. For healthy organisation culture good communication is the key of success (Kumar.M 2013). So, communication is very important factor to solve the problems and conflict between the managementand workers.

Referencing-

Bing.com. (2018). organisation culture – Bing. [online] Available at: https://www.bing.com/images/search?view=detailV2&ccid=ECsDuXe3&id=F12328172C295EDB830459CEEF74B5D93ACD26B2&thid=OIP.ECsDuXe3TmRtD0vGuFlR4wHaEL&mediaurl=https%3a%2f%2fak7.picdn.net%2fshutterstock%2fvideos%2f23465047%2fthumb%2f12.jpg&exph=480&expw=852&q=organisation+culture&simid=608000563930663877&selectedIndex=52&ajaxhist=0 [Accessed 13 Dec. 2018].

Hofstede, G. (1994) Cultures and Organizations:  Software of the Mind. London: HarperCollinsBusiness.

India Today. (2018). Maruti Suzuki suspends production at Manesar and Gurgaon plant.

[online]

Available at: https://www.indiatoday.in/auto/latest-auto-news/story/maruti-suzuki-suspends-production-at-manesar-and-gurgaon-plant-309897-2016-02-22 [Accessed 15 Dec. 2018].

Kumar, M. (2013). Leadership management. Journal of management and business studies. p. 309-318.

Mullins, L. (1996). Management and organisational behaviour ; Laurie J. Mullins. London: Pitman.

NDTV.com (2018). Maruti Workers Clash at Manesar Plant; 2 Arrested, Over 500 Booked. [online] NDTV.com. Available at: https://www.ndtv.com/gurgaon-news/maruti-workers-clash-at-manesar-plant-2-arrested-over-500-booked-1223326 [Accessed 8 Dec. 2018].

Standard news (2018). Maruti Suzuki India Company History – Business Standard News | Page 1.

[online]

Business-standard.com. Available at: https://www.business-standard.com/company/maruti-suzuki-5496/information/company-history [Accessed 8 Dec. 2018].

Thanks for joining me!

Good company in a journey makes the way seem shorter. — Izaak Walton