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This assignment assesses the following learning outcomes:

  1. Detect the characteristics of new and unstructured external issues that impinge on organisational performance.
  2. Appreciate the nature of change driven by issues not arising from within the organisation.
  3. Positively engage with new and unstructured issues in a deliberate and systematic fashion.
  4. Construct and present information in a coherent and professional format which inspires further inquiry.

1.The first two guest lectures contain distinct and contradictory ideas (equivalent to the Unstructured Information typically shared during a board/business meeting without prior knowledge of the members). Using your notes, research and ‘board-room’ presentations use thematic analysis to identify connections, either obvious or less clear, between the two lectures that have a common theme. The themes should have potential relevance to individual business managers in the changing nature of work now and in the future.

The thematic areas are:

1.Leadership Style in Business management

2.Organisational culture


It should include introduction, conclusion and 200 word reflection at the end

2.Having identified three common themes use text books, journals and secondary research to support your unique argument(s) for why managers and leaders should take note of these concerns in their future practice.

3.The work should offer arguments that are directly drawn from these connections and should demonstrate your unique thinking supported by evidence from academic research, and drawing directly on previous learning from within the course. These links must be explicitly grounded in academic concepts and theory, supported by good referencing.

4.A short critical and personal reflection on your approach to dialogue and argumentation should contain no more than 200 words. (Using the word “I” in this section is permissible.)

Thematic connections: The work will clearly demonstrate the building of a coherent argument built from the unstructured content from guest speaker contributions. Description should be avoided, instead critically evaluating the content that relates to a managerial perspective.

Evidenced argumentation: Assignments will give strong argued reasoning for the points raised. They will demonstrate wider reading and cite examples from the lectures in support. A wide variety of academic materials is recommended including textbooks, journal articles and reliable websites all of which should be accurately referenced. Recommended reading lists are available in the handbook but original, relevant research will be recognised.   

Leadership Style in Business Management

The business management is always effective to handle the different sets of skills, knowledge and the ideas for the owners to sell the products and the services. For this, the focus is mainly on education and better working experience that vary from one to the other person. The primary benefit of the business management, where the major step is guidance from the managers, comes with expansions (Grant, 2016). It is important that proper ventures are planned by the managers for their employees like the business plan, accounting and negotiation. It can help in improving the ability to analyse the data with credibility and making better predictions about the future as well. The other advantage is of the networking opportunities as well.

The leadership style in the business management is important as it helps in focusing on the functions of the leader, followers and the situation. The high degree of participation in decision making helps in properly assuming the responsibility with determining effective styles of interaction. The leadership is mainly centred with making all the decisions without any consultation from the subordinate people. For the business management, the managers reach decision and then communicate with subordinates. The guidelines and the policies are set with natural additions (Crane & Matten, 2016). For a proper business management, managers focus on how and what employees thinks for a particular situation. For example, if the project is not able to work in a proper manner, the employees are delegated to determine the project improvement. Here, this is with respect to the statistics, competency, creativity and courage. To enhance the productivity, the focus mainly on the strategic leaders who want to create or have a high-performance life, team or organisation. In this, the strategic leader also focusses on new possibilities by providing better perspectives for delivering the goods in terms of what organisation expects. This is mainly about initiating the change in organisation, groups, and the others (Schaltegger & Wagner, 2017). Here, the motivation comes with setting challenges in business to achieve a higher performance. One tends towards being a satisfied follower. The team leadership tends to involve the vision and providing a strong sense of purpose and direction. This is also about working with recognition, trust. It needs to have a better leading capability to avoid the failure in the project. The managers tend to work using the cross-cultural leadership method in different cultures of the society which has been industrialised in a way to recognize the people who work in a contemporary globalised market. Along with this, the organisations also require the leaders to work on adjusting the leadership in different environs. The leadership in US are cross cultural mainly due to the different types of cultures that live and are working there. This depends on the measurements and the outcomes where the effectiveness is related to managing the process in business. If the group is found to have a high functioning, then the leader uses a light hand (Davis, 2016). With a low functioning, there is a need to be directive in helping the group run of the process. The effectiveness involves the monitoring of the group and offering better suggestions to be on the track. The managers tend to give authority to the employees which is set according to working with minimal or no reference. The leadership is found to be least satisfied for the business management. It also does not produce any leadership or supervision efforts from the managers which could lead to complete poor product, increased costs and lack of control. There are situations where the managers focus on clarifying the expectations of the performance of followers, explaining how one tends to meet the real expectations and then rewarding the people depending upon the performance in a business. The charismatic leadership of the employee involves the transformation of follow values and beliefs who affect the attitude towards the specific objects (Boshyk, 2016). It depends on recognizing the different steps, processes of leadership which are obtained with and through the people. In Business management, the outstanding leaders help in transforming the vision in reality.

Organizational Culture

The organisation culture helps the employees to coordinate and communicate with the people, where the major effect is on the work and personal lives of the people. The culture is to determine the success factor of organisation. Through this, there are different beliefs, ideologies and principles that the individuals of an organisation tend to share. In the business management, the organisation helps in representing a collective value, with beliefs and principles of organisational members with product of factors related to market, technology, strategy, types of employees etc (Johnston & Marshall, 2016). To manage the culture at work, there is a need to focus on:

  1. The employees
  2. The work with increasing value by eliminating the waste.
  3. The customer who tend to focus on the referral.

The focus is also to lead towards the improvement in culture and brand where the set of shared assumptions are depicted through defining the appropriate behaviour for various situations. The organisational culture affects the people and the way groups interact with clients and stakeholders. The organisation works with the higher sense of accomplishment for being a part of the organisation they tend to care about and work harder for the same. The competition among the employees is also a major result of the organisation culture where the employees tend to strive and perform to earn their best recognition and appreciation of the superiors. This helps in increasing the work quality with organisational prosperity. The directions are mainly effective to contribute to the organisational development, with the sense of accomplishing the tasks towards the established deadlines (Boyd et al., 2017). The identity is to work on the business which is perceived by the individuals who comprise the organisation and clients, and customers. An organisation is identified by the business by which it is perceived for the individuals with values and beliefs of organisation for a better brand image. The organisation helps in setting the appropriate behaviour for different situations where the patterns are set for the new organisational members that affect the way people and the groups interact with each other.

In business management, the culture helps in bringing a change through the communication or competing metaphors with personal experience producing a sense of variety of perspectives. The traditionalism, interpretivism and the critical interpretivism are the views which are shared through the network for focusing on subjective meanings. The strong culture exists where the staff mainly responds to the stimulus and aligns to the organisational values. It also helps the firm to operate with engaging the outstanding execution with only certain minor adjustments. The research is about how the organisation foster the strong cultures to embrace the firms operating in the service sector (Peppers& Rogers, 2016). The strong and the productive culture is helpful in aligning the company towards better vision, mission and goals with increased team cohesiveness. This also helps in shaping the employee behaviour at work and enabling the organisation to be efficient as well. The cultural enhancement deeply involves the members for unanimity when the motivation is to appraise the alternatives of action. For a healthy culture, there is a need to focus on:

  1. The employee pride and enthusiasm which will help in improving the work performance.
  2. The strong communication with the employees and with a strong sense of direction and purpose (Erasmus et al., 2017).
  3. The investment in learning, training and better employee knowledge.

The performance oriented cultures have been mainly related to the statistic increase of the financial growth where the high employee involvement and the strong internal communications lead to encouragement of health level of risk taking in order to achieve innovation.

The motivation for the employees or the people in organisation is mainly to focus on actions to accomplish the goals along with the desire for money, success, recognition, job satisfaction, team work. The important functions of the managers are to create a better wiliness among the employees to perform the best of the abilities. The role of the leader is to focus on the performance of employees in the jobs. The focus is on:

  1. The needs or driving towards the motivational stage.
  2. The stimulus which needs to be aroused
  3. The needs are satisfied with focusing on accomplishment goals (Bradley,2016).

The motivation in the organisation and management is manly to help the workers to focus on how the employees are able to increase employee retention rates with improvement of the worker productivity. The managers need to focus on the rules and then implement punishments as required. Along with this, the focus should be on developing opportunities so that they can take the responsibility and show complete creativity at work to the managers. The worsening inequality in the different organisations has been a major source of concern for the people. The population is seen to be set with a higher sense of poverty line with not even enough food or water. As per the World Bank in 2014, the African, South American and the Asian countries tried to focus on handling the inequality in highly developed countries. The most important task is to handle the poverty with removal of income inequality between the people. It is important in the business management that managers look forward shape the motivation styles and work effectively in an organisation. This is for fulfilling the psychological needs like the food, sleep and shelter that could help in improving the pyramids with self-actualisation and esteem. The focus is on providing the employees with all important recognition and developing opportunities for the employees for a valuable work(Laureani & Antony, 2017). The effect of the discrimination theorised the employee’s productivity with issues on their yearly work feedback. This is due to the demographic, social, political, geographical, education issues. They tend to allow and provide the inputs into the work process, where the workers need recognition for a job well done and reassurance that their opinions matter. The managers should try to provide the employees with what one is doing and focusing on the chance to advance or earn bonus and other rewards. The managers tend to play with their favourites for recognition could lead to de-motivation in large number of group employees.

To properly handle the business management, there is a need to focus on motivating the employees who believe that the good work is rewarded with treating the people fairly. There is a need to create a healthy environment with productive ideas which are effective to help the organisation with increased sales for the different sector. The motivation to the employees also help in bringing a better connection between effort and reward which is likely to focus on how cashier might work to double shift when the manager is short staffed with additional compensation (Peppard & Ward, 2016). The employees who are not rewarded tend to feed un-motivated. Hence, it is important to maintain a balance with the feel to perform and improve the level of happiness as well. Here, the employees are engaged towards the engaged productivity with the feel to be invested in the work to a higher level. The productive employee and the motivation given to them certainly helps with a higher quality of output and better coordination at work.


The business management which is set by managers has effectively helped in enhancing the entrepreneur’s chance of launching the business with creating new companies and better opportunities for the people. It has been able to market the credibility to lead to an easy time with securing the financial investments from the banks, or the private sectors (He et al.,2017). The small business management helps in understanding better financial information, with acquiring the economic resources or business assets to make all the important business decisions.


Boshyk, Y. (Ed.). (2016). Business driven action learning: Global best practices. Springer.

Boyd, B., Henning, N., Reyna, E., Wang, D., Welch, M., & Hoffman, A. J. (2017). Hybrid organizations: New business models for environmental leadership. Routledge.

Bradley, G. (2016). Benefit Realisation Management: A practical guide to achieving benefits through change. CRC Press.

Crane, A., & Matten, D. (2016). Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press.

Davis, K. (2016). A method to measure success dimensions relating to individual stakeholder groups. International Journal of Project Management, 34(3), 480-493.

Erasmus, B., Naidoo, L., & Joubert, P. (2017). Talent Management Implementation at an Open Distance E-Learning Higher Educational Institution: The Views of Senior Line Managers. The International Review of Research in Open and Distributed Learning, 18(3).

Grant, R. M. (2016). Contemporary Strategy Analysis Text Only. John Wiley & Sons.

He, W., He, W., Wang, F. K., Wang, F. K., Akula, V., & Akula, V. (2017). Managing extracted knowledge from big social media data for business decision making. Journal of Knowledge Management, 21(2), 275-294.

Johnston, M. W., & Marshall, G. W. (2016). Sales force management: Leadership, innovation, technology. Routledge.

Laureani, A., & Antony, J. (2017). Leadership characteristics for lean six sigma. Total Quality Management & Business Excellence, 28(3-4), 405-426.

Peppard, J., & Ward, J. (2016). The strategic management of information systems: Building a digital strategy. John Wiley & Sons.

Peppers, D., & Rogers, M. (2016). Managing Customer Experience and Relationships: A Strategic Framework. John Wiley & Sons.

Schaltegger, S., & Wagner, M. (Eds.). (2017). Managing the business case for sustainability: The integration of social, environmental and economic performance. Routledge.

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