TASK ONE1.1 Critically examine these two organizations by comparing and contrasting :

a) their differing structures

MARK & SPENCERFORD COMPANY

STRUCTURE-Functional department-matrix structure- product departmentalization- work specialization

As you know organizations contains of people and have their own purpose. They need to organize within the best possible structure to achieve the purpose successfully. According to Organisations & Behaviour compilation notes, structure is pattern of relationships among positions in the organization and among members in the organization. Structure makes possible the application of the process of management and creates a framework of order and command through which the activities of the organization can be planned, organized, directed and controlled.

Mark & Spencer is a company that has a name and good image in public. I had identified that Mark & Spencer company had applying functional department structure whereas Ford company applying product departmentalization. Mark & Spencer functional departmentalization structure can be proof in the scenario at paragraph four in line one and two. It stated that the Store Management Team includes a Commercial Manager and a Personnel Manager, who all report to a General Manager. Ford company product departmentalization structure can be identified at paragraph one in line 3 in the scenario which is Ford divide it department based on product produces includes the Jaguar, LandRover, Volvo and Aston Martin brands, as well as the well known Mondeo, Focus and Fiesta models.According to http://wikipedia.com/organizationalstructure functional department employees within the functional divisions of an organization tend to perform a specialized set of tasks, for instance the engineering department would be staffed only with software engineers. This leads to operational efficiencies within that group. However it could also lead to a lack of communication between the functional groups within an organization, making the organization slow and inflexible. In my own words functional departmentalization structure explains the combination from single to grouping and organizes employees around specific knowledge or other resources (e.g., marketing, production). As I can see, Mark & Spencer try to organize their structure in functional departmentalization so that they can achieve their goal which is to improve their performance of their store by motivating and leading other people in the Store Team.According to http://en.wikipedia.org/wiki/Departmentalization product departmentalization is grouping activities by product line. Tasks can also be grouped according to a specific product or service, thus placing all activities related to the product or the service under one manager. 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.In my own words product departmentalization structure dividing the business activities according to the types of goods or services produced. That means Ford divide the department based on product produces. Comparison between Functional Departmentalization and Product DepartmentalizationMark & Spencer used functional departmentalization while Ford Company used product departmentalization. First differentiation is the structure of department where Mark & Spencer have the Store Management Team includes a Commercial Manager, a Financial Manager and a Personnel Manager, who all report to a General Manager whereas Ford Company department are divide based on product produces includes the Jaguar, LandRover, Volvo and Aston Martin brands, as well as the well-known Mondeo, Focus and Fiesta models.Another significant difference between functional and product departments is the type of organizations. Mark & Spencer is a smaller organizations, assembly-line producers and well-established professional organizations that have functional departments, partly due to tradition whereas Ford company is a larger organizations, multinational companies and companies that have operations spread out across many locations may employ product departments to allow employees in certain locations to focus on the production or output of a key product.Another comparison between functional and product departmentalization approaches is each have distinct strengths. Mark & Spencer of functional departments are often more economical because each core function has one group of employees focused entirely on that work process or function. Product departmentalization in Ford Company is used to break up a larger organization into smaller, product-specific work units. This allows for more teamwork and better communication among a smaller group of employees focused specifically on one product.

Similarities between Functional Departmentalization and Product DepartmentalizationThe similarities between functional and product is their specialities. The specialities of functional are more to function of the department and are responsible for all tasks required for their department and the product departmentalization more focus towards the product.Another similarity is they have their leader. Functional department refer to managing director and it is same with product department. The leader monitors the department. Other than that, they have their own goal. The goal of functional is to make sure the organizational functional is in a good condition and the product department goals is to achieve the target of product.

Another structure that have been applied on Mark & Spencer is matrix structure whereas Ford company is work specialization. According to http://en.wikipedia.org/wiki/Matrix_management matrix managementis a type of organizationalmanagementin which people with similar skills are pooled for work assignments. For example, allengineersmay be in one engineering department and report to an engineering manager, but these same engineers may be assigned to different projects and report to a different engineering manager or a project manager while working on that project. Therefore, each engineer may have to work under several managers to get his job done.In my own words matrix structure is anorganizational structurethat facilitates the horizontal flowofskillsandinformation that are used mainly in the managementof largeprojectsorproduct development processes,drawingemployeesfrom differentfunctional disciplinesforassignmentto ateamwithout removing them from their respectivepositions.According to http://work.chron.com/work-specialization-4684.html Work or job specialization refers to the workplace practice of assigning particular tasks and activities to individual workers or groups. It is the opposite of a generalized approach to work structure, in which each employee participates in a broad range of job activities. Working in a specialist position has pros and cons for employees and organizations.

Comparison between Matrix Structure and Work SpecializationThere another structure had been applied in Mark & Spencer and Ford Company. For Mark & Spencer they apply matrix structure while Ford Company apply work specialization. The comparison between matrix structure and work specialization is their role. Mark & Spencer employee takes on a specific role whereas Ford Company employees perform with similar skills are pooled for work assignment.Example for matrix structure, all engineers may be in one engineering department and report to an engineering manager, but these same engineers may be assigned to different projects and report to a different engineering manager or a project manager while working on that project. Therefore, each engineer may have to work under several managers to get his job done. Companies of Ford use this work specialization to have more flexibility in hiring unskilled or less skilled workers and training them in only one job. In manufacturing or service environments, this approach allows the company to deliver more efficient production and service or to reduce costs. Some companies use a team-based work structure so each specialist participates in a functional group or project group. Each team member contributes to the overall production of the group.Another differentiation is the leader. In matrix structure the worker can refer to two people which are the project leader or the manager of their department whereas work specialization of Ford Company only can refer to one person only which is their manager of department. For example: Marks & Spencer of the financial department and marketing department are given a task to complete, the leader is chosen between the team then the financial department employees can refer to the leader of project or their own manager.

Similarities between Matrix Departmentalization and Work SpecializationThe similarities between matrix departmentalization and the work specializations are their ways of task. Matrix departmentalization is in group and employees temporarily assigned to a specific project team and have a permanent functional unit and work specialization ways of task that assigning particular tasks and activities to individual workers or groups.Another similarity is they have their own function. Matrix departmentalization function is to perform the projects or program and works specialization functions is also to perform the projects or program.

b) their differing culturesMARK & SPENCERFORD COMPANY

CULTURESRole cultureTask culture

According to http://www.lindsaysherwin.co.uk/guide_managing_change/html_overview/05_culture_handy.htmOrganisational culture has been given a lot of attention in recent years. Culture consists of the shared values of an organisation - the beliefs and norms that affect every aspect of work life, from how people greet each other to how major policy decisions are made. The strength of a culture determines how difficult or easy it is to know how to behave in the organisation.In my own words culture is about ways of firm organise their rules, procedures and beliefs make up the culture of a company. In the scenario given we can see Mark & Spencer are applying role culture whereas Ford Company are applying task culture. We can see the evidence of Mark & Spencer are applied role culture in the paragraph three at line five it stated that each department has their own manager that control and manage the functional area which means managers roles are more important than individuals where impersonal systems and procedure role behaviour are more important than individual.According to http://www.learnmanagement2.com/culture.html role culture is the individuals are assigned a specific role or job. They may have a job description listing the tasks they are responsible for. Role culture enables large organisations to spread tasks among their employees and ensure key tasks are covered without unnecessary duplication.

Role culture and Task culture

i) ComparingMark & Spencer consist of role culture whereas Ford Company consist task culture. The differences between role culture and task culture are the ways of work. In Mark & Spencer the role culture is individuals are assigned a specific role or job whereas Ford Company of task culture is the use of teams to complete tasks especially if the task/objective has a number of steps.Another differentiation is the period of tasks. In Mark & Spencer, role culture is a fixed culture whereas task culture is non-fixed. That is means task of employees in Mark & Spencer is involve the experience and fixed while employees of Ford Company are assigned to different expertise and not only stick to their skills only.

ii) Contrasting

The similarities between Mark & Spencer and For Company are their authority. The authority of the Mark & Spencer are assigned specific functional roles and their work is governed by authority, structure and a set of procedures and for Ford Company, power and authority are performances and result.

They both have their advantages and disadvantages. The advantages of Mark & Spencer is importance is given to consistency, predictability and stability and the advantages of Ford Company is the team is formed based on the basis of capability rather than seniority or status.

1.2Discuss on how far Mark & Spencer and Ford Company structure and culture can bring impact on the performance of the business.

i) Impact of structure towards performanceThe impact of structure on the performance company of Mark & Spencer and Ford Company is organisations can achieve the efficiency in the utilisation of resources. Hence of that, the organisations also can provide opportunities for monitoring organisational performance. Other impact is it can ensure the accountability of individuals.

Other than that, organisations can guarantee co-ordination between the different parts of the enterprise. structure can provide an efficient and effective means of organisational communication. Job satisfaction can be achieve, including opportunities for progression and adapt to changing circumstances brought about by internal or external devalopments.

ii) Impact of culture towards performanceThe impact of culture on the performance company of Mark & Spencer and Ford Company is organisational gain supplements rational management. An organisational cannot change their behaviour easily that is because to create an appropriate work culture long times are taken. The organisation can create their own culture.

Another impact is culture facilities induction and socialization. Induction is a process through which new entrants to an organisations are socialized and indoctrinated to the expectations of the organization, its cultural norms and undefined conduct.

The culture can promotes code of conduct. That is because a strong culture in an organization explicitly communicates accepted modes of behavior. The presence of a strong culture would be evident where members share a set of beliefs, values and assumptions which would influence their behavior in an invisible way.

Last impact is subcultures contribute to an organizational diversity. Subcultures and subsystems of values and assumptions which may be based on departmentalisations, activity centers or geographical locations, provide meaning to the interests of lacalized and specific groups of people within the macro-organization.

1.3 What are the factors that could influence the employees (Mark & Spencer and Ford Company) behavior at work?

Factors that influence the employees behavior at work is knowledge because it requires communicating with employees and providing necessary training. Employees usually do not resist changes on the knowledge level.Second factors are skills which are a little more difficult to influencebecause Mark & Spencer and Ford Company require employees to make changes in instinctive behavioral patterns. It may taketime, but with practice and effort skills employees can be successfully changed. The employees in the organisations of Mark & Spencer and Ford Company only can get a skill if they are perform their task.Third factors are beliefs are not easy to change.They influence attitudes, and changingthem requires people to release their patterns of behaviour. Beliefs can beinfluenced on a behavioural level. The individuals beliefs come from their lifestyle. The background of their family also can effects the beliefs of the employees itself. Fourth factors are environment is directly influenced by the organizationemployeebehavior should be rewarded or corrected as necessary. Providing abalanced environment will encourage people to behave effectively.

Fifth factors are Purpose is the collective belief of organizational leaders.Leaders areable to develop a sense of purpose in their employees and motivatethem by appealing to their self-esteem, sense of belonging and security.

2.1Compare the effectiveness of leadership style that had been applied in Mark & Spencer and Ford Company.

2.11 Comparison of democratic and laissez fairesThe democratic leadership style means facilitating the conversation, encouraging people to share their ideas, and then synthesizing all the available information into the best possible decision whereas Laissez-faire leadership is a type of leadership style in which leaders are hands-off and allow group members to make the decisions. Researchers have found that this is generally the leadership style that leads to the lowest productivity among group members.The democratic leadership style give a guidance to their employees whereas the laissez faires give a very little guidance to employees. Another differentiation is the employees of Mark & Spencer get a very open and collegial style of running a team and deas move freely amongst the group and are discussed openly. Everyone is given a seat at the table, and discussion is relatively free-flowing while the laissez faires in Ford have a freedom to make decision.In democratic the manager seeks consultation on all issues and decisions but remains the final authority on which ones to be put into use and laissez faires is group members are expected to solve problems on their own.The democratic leader must also be able to communicate that decision back to the group to bring unity the plan is chosen but the laissez faire use a freedom of action and less guidance from leader. This style is needed in dynamic and rapidly changing environments where very little can be taken as a constant. In these fast moving organizations, every option for improvement has to be considered to keep the group from falling out of date.

2.2What are the advantages of approaches to management that had been applied in both organizations? Make a comparison between both organizations.2.2.1 Comparison of bureaucracy and scientific management.A bureaucracy is a group of non-elected officials within a government or other institution that implements the rules, laws, ideas, and functions of their institution whereas scientific management is a theory of management that analyses and synthesizes workflows, improving labour productivity. The advantages of bureaucracy is reduces favouritism. That is because the selection of the employees in Mark & Spencer is based on their performance. They also receive their salaries based on their positions in hierarchy. Another advantages is bureaucracy create an employees commitment in Mark & Spencer. That is because they have the job security due to life time employment. Commitment can create the loyalty towards the organization. Marks & Spencer employees also can get the protection against bad actions of senior management and persuade to master skills that may have limited marketability.The other advantages are it can reduce ambiguity. That is because the rules and regulations can be limitation, so it clarifying what an employee can or cannot do in any situation. The bureaucracy can increase the uniformity of action. Rules and regulations, well-defined written policies produce standardized response to situations. Employees in a bureaucratic organization are behaving uniformly in a manner under the control of higher level management.The advantages of scientific management are providing useful information on which to base improvement in working methods. Information are needed to make sure there is no mistake make by the employees that why scientific management are applied in Ford Company. Second advantages are scientific management can leads to increase in productivity. The productivity of Ford cars can be improved day by day. It also can stimulate the management into adopting a more positive role in leadership. Therefore, it can reduce the stress in the employees due to this management.

2.3What are the importance of leadership style and approaches to management to the organizations?For leadership style it is importance for significance. That is because a leadership is important for an organization. Without leadership the organizations are less in strategy. Leaders are invaluable when it comes to formulating and communicating new strategic directions, as well as communicating with and motivating employees to increase dedication to organizational goals.

Other than that leadership serve a range of important functions in organizations. Leaders are responsible for training employees to perform their tasks effectively, as well as supervising the actual completion of those tasks on a regular basis. Leaders must inspire employees to get excited about the company and their work, pushing them to excel and helping them along the way. Leaders are also tasked with protecting the employees under their supervision from internal and external threats, including everything from political backstabbing to physical security.

Leadership also differentiate the types. Different leaders employ different leadership styles. Leaders with a command and control style formulate ideas on their own and dictate actions to their employees. Collaborative leaders come up with ideas with the assistance of employees from all levels of the organization, leveraging employees' creativity to boost company performance. Facilitative leaders delegate almost all productive tasks to subordinates, and focus on providing their employees with everything they need to excel in their jobs. Business owners' leadership styles are extremely important in crafting company culture.

Another important of leadership is delegation, the act of assigning productive tasks to subordinates, is vital to success as a business leader. More important than delegating individual tasks, however, is the ability to delegate authority and develop leaders for the future. Assigning tasks is a basic management activity; assigning responsibility for figuring out how to accomplish objectives takes management to the next level. It is important to develop leaders to partner with you in the future as your business grows; this can greatly increase employee satisfaction and loyalty as well.

Lastly, leadership is importance for considerations. Leaders and leadership styles may need to be changed to suit specific situations. A new CEO in an established company, for example, may benefit from altering his leadership style to be more in line with the culture of his new company. Top executives themselves may need to be switched out from time to time if a company's performance establishes a pattern of decline.

The importance if management approach to management is builds a robust business case. All organization are strive for a stable business so that they can be success in business. It can avoid the consequences for the business to drop. In addition, management approaches also can maintain focus on final outcomes. By having the management in an organizations, the goals or objective can be achieve easily. All the effort of the business can be gain after applied the management approaches.Other importance of management approaches is it improves stakeholder awareness of, and engagement with, the programme/project. The stakeholder can give the contribution in the business due to management approaches that is because the stakeholder can know the objective and goal if the management approaches are occurs in organization.Management approaches can improve communications. It can be achieve by providing an evidence based rationale for change. On the other hand, it also can increases the chances of successful business to change. That is because by manage the business well it can bring to a great successful in business. Management approaches also can identify, manage and mitigate the risk associated with change. That is because, all organizations needs to change from time to time. It can also be negative or positive change. By applying the management approaches it can make the business focus the attention on the most important benefits towards the organizations. The business need to focus the aims and the goals and not wasting their time to do a useless thing.That why, management approaches and leadership style are important for an organization. Leadership can control the business organization and management approaches can manage the business organizations.

Conclusion

In company Mark & spencer and Ford Company they are both have their own benefit. They also have their own function. Mark & Spencer and Ford both are applying the leadership style, and management approach. We also can see both organization has their own culture and structure. From that we can clearly see the differences between both company in the scenario.From study above, I had learn the benefits and important of leadership style and management approach in an organization. What can I conclude overall of the organization have their own strength and weaknesses. All organization are try to compete and survive in this business. From the leadership and ways of theirs culture and structure it give the image to company and function of the image company itself. The structure and culture represent the company behavior.

RecommendationsFrom above study I can see there is a weaknesses. So what can I recommend for the organization is to change their structure of organizations. Try to use a variety of structure so that work can become more efficiency. Another suggestion is they downsides of Laissez-Faire Leadership because it is not ideal in situations where group members lack the knowledge or experience they need to complete tasks and make decisions. Some people are not good at setting their own deadlines, managing their own projects and solving problems on their own. In such situations, projects can go off-track and deadlines can be missed when team members do not get enough guidance or feedback from leaders.Another suggestion is manage the direction. It is important not to confuse leadership with management. To manage is to make sure things are done rightto lead means determining the right things to do. Leaders define the direction and market placement of a company. They decide how to establish a competitive advantage and who to partner with in order to meet the needs of the customers. The leader has his or her sights set on where the company should be headed, who needs to be on the team in order to make it happen, and how the idea will ultimately be executed.

Referenceshttp://www.bustingbureaucracy.com/excerpts/theorg.htmlhttp://psychology.about.com/od/leadership/f/laissez-faire-leadership.htmhttp://www.leadershipadvantage.com/leadershipstyle.htmlhttp://www.leadership-toolbox.com/democratic-leadership-style.htmlhttp://www.speedupcareer.com/articles/democratic-leadership-style.htmlhttp://www.managementstudyguide.com/leadership-styles.htmhttp://www.iwise2.com/leadership-theories-styles-and-approaches

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