Types of Leadership Styles Essay

Types of leadership styles from management can make or break an organization. On the other hand the behavior of employees can make or break an organization. The challenge lying in this is employees potentially will show reluctance in terms of achieving the organization objectives. These issues can be overcome by using an appropriate leadership style. A particular leadership style could help to resolve problems of employees in terms of the working culture and the issues faced by the employees in the organization. The paper will analyze the concept of leadership, within Smith and Falmouth.

Smith and Falmouth is a mid-size tele-shopping and mail order network. Smith and Falmouth has operations in the US and Canada. Smith and Falmouth started an e-tailing and S&F online six months ago. These two new business endeavors will be crucial to Smith and Falmouth growth over the next three years. Bringing a product to market quickly, has forced the S&F online CEO to bring together a web development and logistic team to take on this task. To resolve this issue, leadership will have be the effective tool to help direct the employees and at the same time, allow the employee to cope with the changing environment.

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This will allow the organization to achieve the set goals or the objectives. On the basis of the relationships between the employees at Smith and Falmouth, one could assume the structure of the organization is informal. Blah stated informal organizations have very loose structures. People can become members freely and sometimes spontaneously; relationships are undefined and the sharing of responsibility and involvement of members will vary considerably. An informal structure also states that the organization does not follow a set standard.

Informal organizational structure does not adopt pre-determined ways to operate smoothly and efficaciously. It was also observed that Smith and Falmouth culture was found to be informal. This assumption derived from the relationships between the employees and the key members at Smith and Falmouth. Furthermore, due to the informal organizational culture at Smith and Falmouth, the firm was unable to increase efficiency with their supervision and communication procedures. It is very important for a firm to be effective in the communication process. From my perspective communication is the fabric of an organization.

Communication in organization can help gain knowledge regarding the affairs of the company. In terms of the decision making, it can be said that if the communication process is loose, it will create further problems in the firm’s objectives. Team work at Smith and Falmouth and the coordination of key members such as the COO will be needed to work upon bettering communication. This is a major problem with Smith and Falmouth and it is essential to ponder and find out the solution in order to remove the barriers relative to the organizational culture (Poole, 1999).

The hierarchy of Smith and Falmouth encompass the Chief Operating Officer, Project Manager, Marketing Manager, Logistics Manager, Logistics Team and, the Web Development Team. This was observed on the basis of the relationships built among them. This can be better comprehended with the help of the Sociogram that depicts that all the key players are answerable to the Chief Operating Officer; all the key players show an attitude of coordination towards each other. The logistics team is supervised by the Logistics Manger and the Web Development Team is guided or directed by the Project Manager.

There stands a good relation between the Logistics Manager and the Web Development Team. This is considered to be the special case as the Logistics Manger takes keen interest in the technological matters and this makes the Logistics Manager and the Web Development Team’s relation much cordial (University of Phoenix, 2009). The current culture at Smith and Falmouth need to be restructured. This should be carried out on the basis of using the control methods, so that the efficiency of the organization can be progressed.

The control methods that can prove fruitful for Smith and Falmouth in making it more competent in attaining the specified goals and the objectives are departmentalization. Smith and Falmouth can use departmentalization to group teams according to a specific product or service, thus placing all activities related to the product or the service under one manager. Furthermore, each major product area in the corporation is under the authority of a senior manager who is specialist in, and is responsible for, everything related to the product line.

Last, this control method can be used as proficient tool for removing the hurdles that are found at Smith and Falmouth, such as communication. My recommendation for Smith and Falmouth is to divide the work load properly among employees and examine the span of control over employees. From span of control perspective, this will allow management to analyze the activities of the employees and to check out their efficiency in terms of accomplishing the tasks delegated to them. Another recommendation is to engage delegation of authority.

This will give human resources the authority to fulfill their responsibilities in a proper manner. Furthermore, management practice at Smith and Falmouth should be to concentrate upon building trust upon the employees and to delegate the work in accordance with the potential of the staff. If Smith and Falmouth work upon these recommendations, it would prove to be beneficial for the organization as it will prove successful in terms of developing the coordination between the employees and the organization. The workers will also feel galvanized and attached to the organization.

In conclusion the size and the new structure could influence Smith and Falmouth in a positive or negative manner. With the adoption of these methods and the applications, it could potentially affect stakeholders and stockholders of Smith and Falmouth. If Smith and Falmouth is able to improve and refine the coordination, efficiency of the channels of communication, the organization will prosper two moving forward. If Smith and Falmouth can engage the new structure recommended, they will earn a reputation and recognition among human resources.

The customer will be attracted towards the products and the services of the corporation. The product sales will also augment and this will provide recognition to the company in terms of increased productivity and profitability. The shareholders, suppliers and the customers are going to be fascinated towards the company’s growth. This as a whole proves profitable for the organization and makes it work with full efficiency and accountability. References Erven, B. L. (n. d. ). Organizing. Retrieved December 18, 2009, from http://www. ag. ohio-state. edu/~mgtexcel/Organize. html Hendry, C. (1995).

Human Resource Management: A Strategic Approach to Employment. Butterworth-Heinemann. Miner, J. B. (2007). Organizational Behavior. M. E. Sharpe. Organizational Behavior. (2009). Retrieved December 18, 2009, from http://www. nwlink. com/~donclark/leader/leadob. html Poole, M. (1999). Human Resource Management: Critical Perspectives on Business and Management Critical Perspectives in Business and Management. Routledge. University of Phoenix. (2009). Human Relations and Organizational Behavior. [Computer Software]. Retrieved December 18, 2009, from University of Phoenix, rEsource, Simulation.


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