Step One: Organizational Structure
The organizational chart provided espouses a tall structure as it has one of the highest hierarchies headed by one person. For instance, the general manager in the organizational structure chart controls other team members that are also differentiated by their unique hierarchical levels. In a tall organizational structure, the top management should be the sole source of information and instruction to which he or she communicates to the other group members of the employees. Normally, there are mishaps associated with the above kind of structure as communication is hampered and delayed due to the many channels through which it has to pass. For instance, the decision-making process of the organization may be delayed particularly when all team members’ input is required. Unlike the flat organizational structure that has got more than one personalities at the top on the same level, the provided structure only provides one slot in the uppermost part with other levels shared with different portfolios and positions (Bonnici, 2011).
Step Two: Human Resource
Human resource process regarding recruiting of employees involves various processes which include training, motivation, and evaluation among other steps. However, in the provided chart, training step is missing in the HR cycle. Employees recruited in an establishment require internship and job orientation before taking up the mainstream assignments. However, in the organization chart, the training part is omitted. Additionally, employees need motivation before or after an evaluation of their job performance. However, the motivation step of the HR cycle also lacks in the provided chart. Motivation in work environments takes either intrinsic or extrinsic perspectives which are aimed at increasing workers morale in the job place and its exclusion may demoralize staffs (Ehnert, Harry & Zink, 2013).
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Step Three: Leadership Style
The leader exhibit laissez-Faire leadership style as s/he directly monitors his or her employees through strict supervision. The leader acknowledges the discomfort that her leadership style causes his or her juniors within the establishment. S/he demands the best out of the employees and opts to lay off those that show little commitment. According to him or her, her career growth to the top was premised on sheer hard work, and it is the same trend that s/he expects from her employees (Weir, 2015).
The benefit of the laissez-fair leadership style of the general manager is commitment and dedication from the team members and employees at the establishment. For instance, workers endeavor to work so hard to impress the leader for fear of victimization and reproach in case they do not deliver on their task. It also helps the organization to realize its set objectives and strategies. For instance, through the hard work of the employees the organization can meet all the deadlines set to it by its stakeholders. However, some challenges and drawbacks are associated with this kind of leadership style. It creates unnecessary fear in the employees which may lead to low productivity. A worker may opt to quit a job due to the strict nature of the general manager. It discourages flexibility and autonomy of thought. According to Snell & Bohlander (2013), laissez-fair leaders are rigid in thinking and discourage criticism which may hinder the growth of an establishment.
Step Four: Real World Application
Our organization has got a tall structure as it has one manager at the top with other leaders at different levels. However, it delays decision making, and communication process as more members have to be listened to before actions and decisions are made. However, training step of the HR cycle successfully gets implanted well in our organization as new recruits are given orientation job training. The organization lacks evaluation cycle which hinders proper promotion of staffs. The supervisor’s leadership style resembles that of an autocratic leader as his decisions are unilateral and imposed on the rest of team members despite the tall structure of our organization. Though it boosts communication and decisions in the establishment, it results in a lot of resentment from the rest of the staff members. The management should embrace democratic leadership style to foster a relationship between management and the team members (Ehnert, Harry & Zink, 2013).
References
Bonnici, C. A. (2011). Creating a successful leadership style: Principles of personal strategic planning . Lanham: Rowman & Littlefield Education.
Ehnert, I. & Harry, W. & Zink, K.J. (eds. ) (2013). Sustainability and human resource
management: Developing sustainable business organizations . New York, Springer.
Snell, S., & Bohlander, G. W. (2013). Managing human resources . Mason, Ohio: South- Western.
Weir, T. (2015). Leadership Dubai style: The habits to achieve remarkable success . Indianapolis, Ind: EMLC Press.
