Management and high performance team development

Introduction

Suitable leadership and management at the organisation are playing a crucial role in leading the people towards achieving the future success and meeting the organisational aim together, especially in areas such as business dissertation help. It is the role of the mangers or the CEO of the company to create good corporate culture and develop ethical practice to manage the team members for encouraging them and leading them successfully for meeting the team objectives (Yunus et al., 2020). Through this critical analysis, it is possible to evaluate the issues at Barker sports, for which the CEO and the team members fail to cooperate and develop effective decision for achieving future success. After identifying the issues, it will be possible to evaluate the existing problems at managerial level in Barker through reviewing the management theory and high performance team development technique. This is helpful to discuss the issues and its impacts as well as recommend some suitable suggestions, so that the CEO at Barker can lead the team efficiently to achieve high performance and gain market share.

Barker sports apparel company is a famous manufacturer of sports apparel in the market of the UK, where headquarter of the organisation is situated in Birmingham, England. The brand logo and the partnership with sports leagues are the major success factors of the organisation to expand their business and generate revenue in long run. The company is efficient to develop licensing of acquiring the special rights to manufacture the apparels and become retail merchandise by developing partnership with the sport leagues. The company is mainly the family business and Lance Best is the CEO of the organisation (Groysberg and Baden, 2018). The internal working culture of the organisation is not good and the CEO fails to develop corporate governance to follow the organisational structure and lead the employees efficiently. It is also difficult for the CEO at Barker sport Apparel Company to develop strong team work, due to lack of management and poor communication, where the employees are working individually, not as a team. Hence, lack of ethical compliance, poor corporate governance further raise controversy in running the business systematically. There are internal conflicts due to such poor management and organisational structure, for which the CEO and other staff members do not agree with each other’s point of view to make decisions (Groysberg and Baden, 2018). Hence, the negotiation process becomes worse in making collaborative decision that further negative affect the decision making process of the organisation. The CEO is not efficient to take immediate actions for mitigating the existing issues as well as there is mistrust and lack of respect for each other among the team members, which raise difficulties for the CEO to manage the workers for working innovatively to meet the corporate objectives of the firm.

Critical discussion on managerial issues at Barker

Critical issues at Barker

The CEO and other team members face several challenges to run the business operations smoothly across the UK market. The major issues faced by the CEO of the organisation are such as,

Poor communication

Non-cooperation

Lack of trust and respect in the workplace

Poor organisational culture

Internal conflicts

Bad working environment

Poor decision making practice

The CEO of the organisation Barker sport apparel faces the difficulties to lead the employees towards achieving the future success, due to poor management style. The leadership and managerial style are not effective at the firm, which further affect the operations of the firm negatively. Lack of communication and non-cooperation are the major issues, for which appropriate negotiation practice cannot be developed in the organisation (Groysberg and Baden, 2018). Additionally, the leader of Barker is not efficient to tale immediate actions for guiding and supporting the employees through mitigating the existing challenges. Lack of trust among the team members and misunderstanding further raised concern in negotiation, for which the employees cannot feel valued and meet the commitment in working with the CEO. The CEO also fails to manage the employees, due to poor working condition, lack of safe environment, mistrust, non-cooperation and individual working practice, and this leads to internal conflicts. Lack of negotiation practice and poor communication further raise issues related to internal conflicts, where the employees cannot agree with each other’s point of view as well as they fail to develop strong teamwork in order to meet the strategic aim of Barker. Hence, lack of professionalism further leads to poor decision making behaviour, lack of organisational structure and corporate culture as well as poor employee management practice, which have serious impacts on the organisational performance as a whole.

Evaluating the issue through management theory

Appropriate managerial style is important for the CEO of the company to handle the employees and continuously support them to work innovatively for meeting the strategic aim of the business (Cole, 2018). The contingency management theory is hereby beneficial to explore latest managerial principles to handle the employees efficiently. As per the contingency theory of management, the managers focus on leader member relationship building, task structure and positioning power (Rodjam et al., 2020). The leadership style in this case is transformational leadership which is people oriented and task oriented. In the recent era of globalisation, the contingency theory of management along with the transformational leadership style are effective in the firm to resolve the existing issues and develop good corporate culture to lead the employees towards achieving success (Hechanova, Caringal-Go and Magsaysay, 2018). In this case of Barker, the leader faces difficulties to handle the employees due to non-cooperation, mistrust, loyalty among the team and poor decisions making practice. In such situation, it is required to focus on the issues and enhance internal communication by arranging general meeting, group discussion, training and development programs and employee empowerment, so that each member can get the scope of sharing their perception with the CEO. As per the contingency managerial practice, it is also essential to mitigate the issues, by the principles of people centred and task oriented approach (Porfírio et al., 2021). The managers must focus on developing suitable task sat the workplace, with individual roles and also team roles, so that the leader can develop appropriate teamwork at Barker. Moreover, the people oriented practice is important for the manager to create values for the employees, develop bonding with them and mitigate the issue of lack of trust and misunderstanding (Kim, 2020).

In addition to this, the transformational leadership style is mandatory to be implemented at Barker in order to mitigate the existing issues (Shamim and Siddiqui, 2019). The issues of poor management and lack of corporate culture raise the problems in handling the employees. This hampers the performance of the staff members at Barker. The organisational performance and productivity are affected negatively without internal culture and lack of team developmental activities. On the other hand, due to lack of negotiation process and poor team work, the leader also faces difficulties to develop good strategic decision for the firm in order to gain high market share in the sport apparel industry of the UK. Hence, the organisational position is being hampered due to the existing issues at Barker, for which the leader also faces the difficulties of deteriorating competitive advantage, poor brand image and lack of performance. It is hereby essential for the leader to follow the transformational leadership style, in order to manage the employee. As per the transformational leadership style, the leader would be able to encourage employee’s creativity, develop team, and ensure individualised skill development as well as creating good corporate couture. The leader must focus on empowering the staff in the collaborative decision making process and meet the commitment towards the staff by providing monetary and non-monetary rewards.

Reviewing the high performance team development technique

It is the role of the leader to develop high performance techniques at the workplace in order to maximise the overall performance of the firm to meet the strategic aim. Barker focus on manufacturing quality sport apparels for the athletes to increase their sales volume and gain high competitive advantage over other competitive firms in the UK market. The major issues in Barker are poor communication, non-cooperation, poor management style, lack of decision making practice, mistrust and internal conflicts, which have serious impact on the performance and productivity of the company (Zia, 2020). The employees are not satisfied with the internal culture and the CEO fails to develop strong corporate relationship with them for which the organisational decision making practice and performance are hampered. It is hereby essential for the CEO to enhance high performance team developmental activities at the workplace by following the ethical practices and creating good corporate culture.

Herzberg’s two factor theory is effective to create good teamwork and as per the theory, the two factors are hygiene and motivational (Zafar and Mehmood, 2019). The hygienic factors are such as working condition, co-worker relationship, existing policies and rules supervisor quality and base wage of the employees. It is important for the CEO to provide structured salary on time as well as increase incentives and yearly reward as per the individual performance and team contribution. This CEO can create good corporate culture by developing the ethical practices of employee management, including work life balance, maintaining flexibility to work in the workplace, cooperation and communication, managing transparency and accountability in the organisational decision making practice at Barker as well as improve trust and loyalty among the team members (Tahiri, Kovaci and Krasniqi, 2021). On the other hand, the motivational factors include achievement, recognition, and responsibility, working practice, advancement and personal growth (Porfírio et al., 2021). The CEO of Barker must cooperate and guides the team members through training and development programs as well as develop good decision making practice through empowering the staff. Workplace recognition and achievements are effective to motivate the workers and encourage their creativity to meet the organisational objectives uniquely.

Conclusion

As per the above discussion, the CEO of the organisation Barker faces the issues related to poor communication, non-cooperation, lack of trust and respect in the workplace, poor organisational culture, internal conflicts, bad working environment and poor decision making practice. The issues raise difficulties to create good corporate culture at Barker and it hampers the overall performance of the brand and deteriorates the productivity of the employees. The employees are not satisfied with the working culture and internal management style, which leads to mistrust, non-cooperation, poor team developmental activities and lack of collaborative decision making behaviour. The leader fails to manage the employees and encourage them to perform better. It deteriorates the efficiently of the firm to run their operations across the UK market due to poor employee management and lack of appropriate decision making practice. It is important for the organisational leader to develop good strategic planning to handle the employees and motivate them for working innovatively. Moreover, creating good corporate culture and developing trust are also essential as per the managerial principles so that the leader can continuously guide and support the employees to work creatively and meet the strategic objectives of the firm.

Recommendations

The CEO of Barker must provide safety at the workplace and job security to all the employees for developing trust and loyalty among the team members. In this regard, managing transparency in working at Barker as well as respect each staff is also essential for managing the workers.

The leader must focus on providing structured salary on time and also yearly incentives as per the performance related payment so that the employees are motivated to perform better and gain higher. Hereby, monetary incentives through job recognition and achievements at the workplace encourage the staff to perform better and contribute positively to meet the Barkers aim.

The CEO needs to develop good decision making practice at the workplace by empowerment of the employees, so that they can share their perception and contribute in developing collaborative decision making practice. The CEO must review the perspectives of the workers and provide them the opportunity to discuss and choose the best solution to run the business efficiently.

The work life balance, enhancing good communication through telephonic conversation, ICT implementation and email are beneficial to interact with the staff and develop corporate bonding for working as a team, rather than individualised working activities.

Reference List

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