Management and leadership styles

trouble and leading portsIntroductionNike has been decision it difficult to find a re transportment for Philip Knight, the founder and long time CEO of the governing body.The purpose of this report is to explore possible management and leadership styles in relation to William Perezs employment as the new CEO of Nike. This report identifies the processes related to transfer management and guides Perez done organisational interlingual rendition processes in cab atomic number 18t for him to be able to fulfil his region as CEO of Nike.This report stresses the magnificence of organisational eruptment and transformation. Issues addressed in this report include the culture of the presidency, different leadership styles, the social organization of the organization, the processes of organizational development and future cheerations. organizational Transformations primary terminus is to help an organisation survive much healthy and effective, especi onlyy during budge. Th e key custodians of organisation health be non the internal or immaterial HR or OD peculiar(a)ist they ar the organisations leaders and managers. Holbeche, L (08-09). organizational Development constitutional development is a think arise to organizational neuter designed to enable an organization to suffice and conform to changing market conditions and to set a new agenda. Organizational development is frequently tie in to organization mental synthesis, which ass act either as an enabling or restrictive mechanism for substitute. For organizational development to succeed, any policies or strategies introduced must(prenominal)iness fit with the corporate culture.In practice, Organizational Development croupe take on some forms, and typical OD activities domiciliate include some of the followingTeam-buildingOrganizational assessmentsCareer developmentTraininge-LearningCoachingInnovation leading developmentTalent management turn managementOrganizational CultureCultur e is comprised of the assumptions, values, averages of organization members and their behaviours. Members of an organization soon come to mind the particular(a) culture of an organization. Edgar H. Schein stresses that, When one brings culture to the level of the organization and even down to sorts within the organization, one disregard match perishly how culture is created, embedded, evolved, and ultimately manipulated, at the same time, how culture constrains, stabilizes, and provides social system and meaning to the sort members. These dynamic processes of culture creation and management are the essence of leadership and build up one regard that leadership and culture are two sides of the same coin.Organizational wobble has a low succeeder rate and it is critically important to get it right, this is support by Cameron who states that, The get aroundure rate of most planned organizational permute initiatives is dramatic. It is well known, for sheath, that as many a s trine-quarters of reengineering, total quality management, strategic plan and downsizing efforts amaze failed entirely or have created problems serious enough that the survival of the organization was threatened. accord to Edgard Schein, Organizational learning, development and planned transfigure cannot be understood without considering culture as the primary obtain of granting immunity to turn.Culture can be broken down in to three levels, artifacts, espoused values and staple assumptions and values.Artifacts are the surface, the aspects which can be easily identified but hard to understand. Artifacts include the manners of address, the subject of language used, the dress code. It is vital not to judge solely by the Artifacts, one may see Google lag as laid can, enjoying their time at live, having fun and jump to the conclusion that they are inefficient, this being far from the truth. Artifacts alike include buildings, furnishings, settings, PR, rituals, Mission, stated values and technology.Beneath artifacts are the Espoused Values, these are the conscious strategies, goals and philosophies and political orientation of the organization.The essence of culture is represented by the basic underlying assumptions and values which are difficult to greet because they are largely at an unconscious level. This is also known as the hidden beliefs and assumptions or shared tacit assumptions.Nike has had an evolutionary culture as opposed to a revolutionary culture. It has create over many years without great intervention or switch. Most of the key employees have been with Nike for many years and outsides sense they have their way of doing things. Nike is based on authenticity. Perez must ensure Nike is prepared for organizational switch and that this is powerful consumeed. As Drucker argues, a good organization structure might not always bring virtually a good surgery, but a bad organization structure makes a good performance impossible no m atter how good the workforce is. Perez must understand Nikes core values and declare them, things like the association of Nike with key sportsmen from around the world and targeting the athletics segment of the clothing industry.Leadership StylesLeadership plays an important role in any organizations development. The personality of the leader and his style of leadership can pay off the extent to which the organization go awaying develop. Perez leases to be tidy sumary and have the ability to influence others in instal to bring about the required change to Nike. The leader can either reduce remain firmance to change, or increase the pressures for change, or be a pressure for change. Knight would have helped shape the organizational culture he has his own effect on Nikes culture based on experiences and personality.In order for employees to be more efficient Perez must provide staff with a spirit of involvement, motivate them by co-operation and be leave behinding to learn f rom the organization. Analysing different styles of leadership will help improve understanding and suggest which style Perez must adopt.Different leadership styles include Authoritarian, Participative, Laissez somewhat also known as Delegative or Genuine.AuthoritarianThis style is where leaders tell their employees what to do and how to do it without consulting or negotiating with employees. This is often found within the army on the battlefield or by a chef in a kitchen. It is not to be confused with bossing people around, the leaders that adopt this style often make to and it can be the vanquish style in particular stances. If the leader has time and wants to increase moral, motivate the employees and gain more freight then they should use the participative style.ParticipativeThe participative leadership style, also known as democratic, involves the leader including one or more employees in the decision reservation process. Despite the fact that the leader consults with emp loyees or managers to determine what to do and how to do it the leader maintains the final decision making authority. Leaders that adopt this style gain the respect of their employees.Laissez-fairLaissez fair or the management style of delegation style is often seen as giving a innocent reign to employees. The leader allows the employees to make decisions. However, the leader is still responsible for the decisions do. Employees are able to analyse the situation they are confronted with and decide what needs to be done and how to accomplish it. The leader cannot do everything therefore delegates tasks and prioritization responsibilities. This style is frequently used where the leader knows and trusts his managers.A good leader uses all three styles, dependent upon the situations requirements. For example Perez could adopt the authoritarian style of leadership with new employees, in order to form them to fit their line of business role and develop/settle in more rapidly. He may use the participative style with a team up of workers, though he knows the problem he may not have all the information, the employees have faced this situation before and can be left to handle it.Perez can adopt the delegative approach when confronted with a situation where the employees know more than him. For example with a team of workers that have a passing specialized tasks, much(prenominal) as those in the RD department. They know their job and are best left to do it, provided they have proved their efficiency together and have previously make correct decisions, acting responsibly.The leadership style adopted by Philip Knight was mostly the genuine/laissez-fair style of leadership. Many of the employees had matured by his side through the years, he had given his managers the freedom to make their own decisions and this had been proved efficient for Nike.The structure of the OrganizationThe organizational structure is the formal system of task and reporting relationships that c ontrols, coordinates and motivates employees so that they can support to achieve the organizations goals. Structure enables the organization to apply the process of management and creates a hierarchy of command which makes it abstemious for employees to identify their roles and tasks they are responsible for within each department. In small organizations there is less complexity than in larger ones, therefore the need for a structure increases with the size of the organization. Drucker argues that good organizational structures do not always lead to good performance but a bad organizational structure makes good performance an impossibility, regardless of how good the employees are.The managers obligation is to create an organizational structure and culture that motivates employees to work hard and develop themselves and allows groups to cooperate effectively.Large organizations are increasingly marginalizing the role of their founders. The founders of twain Yahoo dingle have b een replaced by superior managers at the shareholders demand.An organization can be split into several divisions such as production, marketing, finance, RD etc.According to Wall (2004) there are five organizational structures, these include internationalist division structure, international geographic/regional structure, international product structure, international functional structure, matrix or mixed structure.Philip Knight used the Matrix structure. This brings together the functional, geographical and product structures and combines them in an attempt to action the needs of a specific activity or work out. Once that activity or project is completed, the team is often disbanded and return to their original position within the divisional or other structures of the organization. Employees report to different bosses in different departments to accomplish the different tasks.Change managementManagement of change theories have been conceptualized to practise how fortunate chan ge can happen within an organization. It refers to changes in the work environment that necessitates the workforce to make certain adaptations to way they are used to working. The ability of an organization to adapt to change is crucial for successful organizations such as Nike, if not properly implemented the company could face massive difficulties. In order to implement change effectively, barriers such as rideance to change must be successfully removed. The need for organizations to adapt has become vital to their survival, however mortals or groups in different departments have different opinions of how tasks should be carried out therefore a common vision must be shared by all in order for the change to be successful, this can be very time consuming.Organisational Change Management issues are often under-estimated or ignored entirely. In fact, people issues collectively account for the majority of project failures.This survey by KPMG looked at disastrous projects. One of the questions asked for the prime cause of the failure of change implementation.Although the prove did not state people as the cause, it is interesting to note that many of the causes were to do with the behaviour and skills of the participants. arguably all but the technical issues were related to the capabilities, attitudes and behaviour of people.Lewins Three Step ModelLewin (1951) introduced the three bill model for successful change management. The first step in the process is called unfreezing the situation.UnfreezingUnfreezing is necessary to overcome individual opposition and group conformity. This can be achieved in three ways. Firstly by increasing the impetuous forces that direct behaviour away from the situation. Secondly, by decreasing the restraining forces that negatively affect the change. Lastly by finding a combination of the first two methods. These steps can include activities such as actuate the employees by preparing them for the change, encouraging and reass uring them of the need for change and make the employees contribute to the change process by helping identify problems and brainstorming solutions.MovementThe second step of Lewins model for change is movement. This transformational process is made up of convincing the employees to agree that the current situation is not beneficial to them and encourage them to look at the problem from another perspective. The employees should know what the change is actually for, most eliminate because they are not aware why the change is taking place or needed.RefreezingThe third step is refreezing, this must take place after the change has been implemented in order for it to be sustainable, otherwise employees can revert back to their old behaviours. This step stabilizes both the driving and the restraining forces. This can be accomplished through the introduction of procedures for the employees. This would also help new employees will find it easier to fit in with the organization.Lippitts Pha ses of Change TheoryLippitt, Watson and Westley (1958) extended Lewins three step model to include seven steps. This focused more on the role and responsibility of the change agent than on the evolution of the change itself.Lippitts seven stepsDiagnosis of the problemAssessing the demand and capacity for changeAssessing the resources and motivation of the change agent. This includes the change agents commitment to change, power and stamina.Choosing progressive change objects. Action plans and developed and strategies established.The roles of the change agents should be chosen and clearly understood by all employees so that the outcomes and expectations are clear.Maintaining the change. Communication, feedback and group coordination are necessary elements.Gradually terminate from the helping relationship. The change agent should gradually withdraw from their role over time. This will happen when the change becomes part of the organizational culture (Lippitt, Watson and Westley 1958 -1959).Lewins model is rational and goal oriented. It is however limited because it does not take into account personal factors such as human feelings that can affect the change process. Lippitts Phases of Change is an extension of Lewins Three-Step Theory. The focus is on the change agent rather than the change itself. Lewin analyses the forces that impacts change.Activities Contributing to Effective Change Management.Cummings and Worley (2008) have identified the following activities contributing to effective change management.Motivating change is the phase in the successful implementation of change. Motivation is vital because changing from the norm is regarded as a daunting experience. Employees feel their future in the organization is uncertain. They must feel that the change is necessary, this way they will understand they are part of the change process and help this occur.Creating a vision is the second phase. This is done by the leader and provides a common goal for all empl oyees, allowing them to understand what the change is for and how it will benefit the entire organization.Develop political support. Organizations are made up of powerful individuals and groups that can either block or promote change. Individuals within the organization have different interests, opinions and concerns about how the change may affect their positions and levels of authority within their groups. Leaders and change agents need to gain their support to implement changes.The fourth phase is managing the transition, this is moving from the current state to the future state. This is not an instant process, it needs the organization to discover how to proceed with the implementation of change in to reach the goal. This is done through the planning of special management structures for operating the organization during the transition.Sustaining the momentum is the final stage. When the changes are implemented there must be a continued focus in maintaining them. This phase is th e equivalent of Lewins refreezing. The employees might return to their previous behaviours if the changes are not sustained. foe to Change shield to change is what individuals or groups do when they perceive that a change that might occur is a threat. The risk of change is seen as greater than the risk of standing still.Employees remain firm change because they have to learn something new. In many case there is not a variant with the benefits of the new process, but rather a fear of the unknown future and about their ability to adapt to it. People are reluctant to leave the familiar behind. We are all suspicious about the unfamiliar, we are naturally concerned about how we will get from the old to the new, especially if it involves learning something new and risking failure. shield to change is defined as the fear that one will not be able to develop new skills and behaviours that are required in the new working environment. According to Kotter Schlesinger (1979), if an employee has a low leeway for change, the increased uncertainty that arises as a result of having to perform their job differently would likely cause a rampart to the new way of doing things. An employee may understand that a change is needed, but may be emotionally unable to make the transition and resist for reasons they may not consciously understand.Resistance can be positive in certain situations. Managers see opponent as negative and the employees who resist are regarded as disobedient and obstacles the organization must overcome in order to implement the changes. However, employee resistance can play a positive role in organizational change. Constructive criticism and consult can produce better understanding as well as additional options and solutions. de Jager (2001) claims, the idea that anyone who questions the need for change has an attitude problem is simply wrong, not only because it discounts past achievements, but also because it makes us vulnerable to indiscriminate and i ll-advised change.Overcoming Resistance to ChangeKotter and Schlesinger (1979) set out six approaches to deal with resistance to change.Education and Communication are essential. One of the best ways to overcome resistance to change is to recrudesce people about the change effort beforehand. Up-front, honest communication and education helps employees see the logic in the change effort, this reduces unfounded and incorrect assumptions and rumours concerning the effects of change in the organization.Participation and Involvement of employees. Where the initiators do not have all the information they need to design the change and where others have considerable power to resist. When employees are refer in the change effort they are more likely to approve change than resist it.Facilitation and Support is important as employees may have adjustment problems, by the managers being supportive at difficult time they can avoid potential resistance. Managerial support helps employees deal w ith fear and disquiet during a transition period. Special training or counselling can help ensure the staff do not perceive the change as detrimental.Negotiation and Agreements help managers combat resistance through incentives to employees not to resist change. This can be done by allowing change resistors to veto elements of change that are threatening, or change resistors can be offered incentives to leave the company through early buyouts or retirements in order to avoid having to experience the change effort. This approach is appropriate if all else fails and those resisting change are in a position of power.Manipulation and Co-option can be used when other strategies do not work or are too expensive. Kotter and Schlesinger $date$page number- suggest that an effective manipulation proficiency is to co-opt with resisters. Co-option involves the patronizing gesture in bringing a person into a change management planning group for appearances rather than their actual contribution. This often involves selecting leaders of the resisters to participate in the change effort. These leaders can be given a symbolic role in decision making without threatening the change effort. Still, if these leaders feel they are being tricked they are likely to push resistance even further than if they were never included in the change effort leadership.Lastly Jotter and Schlesinger argue declared and Implicit Coercion can be used. Where circumstances arise that speed is absolutely essential and to be used only as last resort. Managers can explicitly or implicitly force employees into judge change by making clear that resisting change can lead to losing jobs, firing, transferring or not promoting employees. certaintyIn todays fast paced world the ability to change and innovate is key to survival, the strategic recommendations have been made after thoroughly analysing Nike together with different approaches and strategies from several reputable academics. Change is unavoidable a nd it is human to resist unknown, however this research shows that with the right preparation and strategic systems in place it is possible to overcome and successfully implement changes which will lead to the organization developing in line with its vision and mission. The recommendations below will support the conclusions drawn from the above analysis and research.RecommendationsOn the basis of the above analysis I recommend Perez proceeds with the transformational strategy, while monitoring and revising it periodically.The change must start at the top. Philip Knight had his methods of raceway the business which have proved successful as received the backing of the employees. Though Perez is experienced he has a very different way of functioning, he cannot expect the employees to follow his lead from day one, he must also adapt to fit into the organization and gain the acceptance of the employees.Perez should familiarize himself with the organization he must understand the curren t culture in order to devise a plan to change this. If he tries to bring about change too quickly this will most probably fail as Nike is an organization with a well founded pop culture which developed over decades under Knight.An trading operations team should be formed and meetings organized in which the requirements should be set-out to enable the employees to be involved, this increasing motivation and provide all stake holders with a sense of ownership of the transformational process.A feedback system needs to be created to help the employees feel more comfortable and know their views are taken into consideration. The transformation process must be transparent with the employees understanding and being involved in the transformation strategy. Adapting the culture successfully will be difficult as many of the employees have spent most of their careers working within Nike, it has become part of who they are, but getting all the employees on board will lessen the resistance to ch ange. The feedback must be monitored, staff confidence levels should be monitored. When they show the first signs of losing faith their problems must rapidly be addressed.Training employees is essential to encourage motivation, increase self awareness and productivity surrounding their new roles and responsibilities. This will also help sustain the transformation.Perez must agree with Knight exactly what his role in the organization is. This will avoid any problems in the future running of the organization. The responsibilities of both, and the levels of authority must be clear and not overlapping. Founders are often difficult to replace, they see the organization as something they can intervene in whenever they want. This however has proven to be bad for business and has caused some catastrophic events. This has been done to many founders of huge organizations such as Michael Dell within the Dell organization. The founders of Yahoo, Jerry Yang and David Filo are no longer directly involved in the management of the organization. Jerry Yany the ex-CEO has now been given the title of Chief Yahoo and sits on the board. They were replaced by professional managers that the investors saw as more appropriate for the evolution of their organization. Removing Knight from the organization completely may be a difficult task however a clear agreement understood by both parties must be reached in order for Perez to be able to successfully take lead of Nike.ReferencesLinda Holbeche, CIPD, theatre director of research and policy http//www.cipd.co.uk/NR/rdonlyres/35F49ABC-0436-40D3-B02B-5B6838CCEEF2/0/Impact_28_org_develop_qanda.pdf Accessed 08/09.Wall, S. 2004. International Business. p283.Lipptitt, R, Watson, J and Westley. 1958. The Dynamics of Planned Change.Kotter, J. P., Schlesinger, L.A. 1979. Choosing strategies for change. Harvard Business Reviewde Jager, P. 2001. 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