Organizational Management?

The current issue being analysed is the technique of deceptive marketing implemented by Pret A Manger. Pret A Manger is a ready to eat food providing source that promises sustainable sources of food. The tragic death due to deceptive marketing and lack of transparency about the product is termed as one of the biggest issues. The manager is now in a vulnerable position which emerges out as a clash in organizational performance and power. The organization is subjected to vulnerable position and needs to refocus its corporate mission for better business objectives, through a series of theories and models. The assignment discusses the importance of cultural elements of Hofstede model and plans to understand the potential gaps in organizational management.

As per Hofstede Model a strong culture of individualism can make the employees feel valued (Gravina et al. 2018, p. 199). Pret A Manger is driven by team work and firmly believes that output can be enhanced enhancing the innovative ideas. In such a scenario, employees foster a healthy relationship and take help of one another when needed. The deceptive marketing tactics can be termed as a group intervention that included proactive measures of the production unit making the whole intervention possible.

The behaviour of the company could be additionally explained through the chosen model. The company is run by male CEO; Clive Schlee gives a masculine perspective to the company. Additionally, Wilder et al. (2018, p. 16), pointed out, organizations run by male employees are highly aggressive in nature, compared to the females who are soft-hearted in nature. For instance, the current tactic of deception is an aggressive way to remain competitive within the market. On the basis of the case study, it can be observed that there remain no stringent policies related to checking the product quality. The company is highly business oriented and with regards to pragmatic and normative approach, the firm is seen in between as the organizational culture is both pragmatic and normative in nature.

While the company is solely concentrated on meeting the market needs, the business needs to abide by certain policies that can influence and define the management style. As per the system theory, the company is a closed system and is not influenced by the customer demands of consuming sustainable products. The company was insensitive to the changes and potential harm caused. Management research on social networks affects a wide range of organizational phenomenon. The network theory defines the broad levels about the communication with the managers. As stated by Killingsworth, Miller and Alavosius (2016, p. 305), clear channels of communication can help in explaining expectations of the customers and subsequently enhancing the company image.

The use of Maslow's hierarchy of needs can be termed as a greatest content theory. As influenced by Bu (2019, p. 3), the result provide evidence that individuals of similar social class harbour same notion. It appears that esteem and self actualisation is a major cause of concern; it is important to encourage a sense of security and safety among the team members by appreciating their efforts. If they make mistakes and consider it as a learning experience and help the employees to learn from their mistakes. By doing so the workers tend to avoid feeling insecure, wondering if they would be fired, and decreasing their productivity and motivation. Self esteem cannot be built by berating the employees. The key to motivating the employees is to make use of both constructive criticism and praise. Self actualisation considers how the workers see their profession. Thus, by recognizing how the employees perceive their profession and valuing what they could possibly offer, the workers can be kept motivated promise high rates of productivity. The expectancy theory is a process theory and highlights that motivation is partly a decision making process, evaluating the effort for outcomes. As influenced by Tsai et al. (2016, p. 140), process theory highlights the active cognition process and choice of the user. In current case scenario, expectancy theory can be implemented as follows:

• Putting in more efforts for creating transparent marketing can increase the sales and customer loyalty
• An increase in customer loyalty is likely to enhance the company image and profit margins
• A strong profit margin can lead to an increase in salary, a great motivator for the employees.
• The predictable organizational rewards are valued by the employees

The two theories can work on influencing the behaviour of the employees and motivate them to work harder. Motivation can emanate from an employee with desire to work hard and produce the required results. This kind of motivation is highly self-driven by employees to alleviate the feelings to accomplish a certain target. Menard, Bott and Crossler (2017, p. 1220) stated, extrinsic rewards boosts employee morale and desire to work hard, employees work in exchange for compensation and their hard labour depends on the level of motivation. Other than reward, promotion at work or recognition provides abundant motivation. Motivation has an effect on employees as they are able to achieve due to the belief they have in themselves, which will further emerge beneficial for organizational success. Motivated employees are easy to retain and the organization saves itself from financing new employees. Management can concentrate on core competences as motivated teams can supervise their work.

Open communication channels can work on promoting better work culture. As influenced by Bubeck et al. (2018, p. 1240), harbouring clear work related objectives can work on clearing the employees about their possible job roles and foster effective cooperation. However, Solaja, Idowu, and James (2016, p. 100), argued the fact cooperation is not the sole responsibility of the employee, management should proactive measures and foster team working culture to promote efficient working among the employees. As per the current case study, there is strong evidence relating to lack of communication between the marketing department, who used deceptive marketing techniques and the production managers.

Resolving team conflict can be termed as an effective way of promoting cooperation. The following scenario in the company is in a high state of non-cooperation. The level of non-cooperation can be highly reflected through the events (Ghamari et al. 2018, p. 70). The lack of transparency in the product was done by telling people that the products are made from natural ingredients. However, the food items were composed of carcinogenic elements that lead to death. The situation further degraded as the CEO was subjected to questioning. Even during that instance, there was an absence of public relations executives to improve the image of the company.

The absence of small business units leads to poor communication and consecutive failure at work. Based on finding, it is clear that cooperation does not demand a connection between every individual employee within the group (Mohamed et al. 2018, p. 6199). The key to findings harbour important implication. The key to cultivating the environment is to increase interconnections within segregated groups to optimal level.

Relying on the right sources can be termed as a right way of fostering cooperation. In order to obtain the right kind of cooperation it is important to build up trust and cooperate with the employees (Mohamed et al. 2019, p. 3234). As a leader, the CEO should work on making it clear that it is important to recognise the role of the individual. The CEO should take concentrated steps to make sure that no member should feel insignificant.

The organizational behaviour is inclusive of basic fundamental concepts as follows:

• Perception
• Human dignity
• Value of person

In current case study, perception is highly differentiated. The company did not consider the well being of the customers. The company in the chosen scenario was invested in making profits and not maintaining their social image at all. Thus, there is an evident difference in perception that leads to deceitful marketing techniques. The hostile behaviour for marketing the product can be categorized as organizational deviance; whereas a hostile behaviour towards the customers and risking their lives is termed as interpersonal deviance. The workplace deviance is related to the five factor model of personality. Interpersonal deviance is negatively linked with high levels of agreeableness. However, as influenced by Torabi, F. and El-Den (2017, p. 305), organizational deviance is related to positive levels of neuroticism. This means that individuals who are emotionally stable are less likely to steal. On the other hand, the individual employees who are agreeable are less likely to be hostile towards coworkers. Another factor that can be considered in the mentioned scenario is the aspect of perception within the workplace. Employees with positive perception are less likely to follow deviant behaviour. Hence, the mentioned intervention can be worked upon in developing the team, setting ground rules and establishing the trust is one of the great ways of fostering a better relationship with the employees. Thus, it can be conclusively stated the use of path goal theory can be made to establish trust among the team members. The internal barriers within the organization, such as lack of effective communication can be termed as a major hindrance. The mentioned theory can be implemented for ensuring high rates of productivity. The workplace deviance is endorsed with respect to individuals when both the emotional stability, conscientiousness is negative and the level of agreeableness is low among the employees. Thus, as per the mentioned scenario, the management of the company should opt for an autocratic model. As stated by Mohamed et al. (2018, p. 6210), autocratic model is dependent on power, formal authority and strength. The people managing the organization have formal authority in controlling the employees working under them.

The current section works on analysing the importance of forming a collaborative working environment within the SME. Below is an overview of training roadmap that the company or other SMEs can follow:

Establishing a vision, mission and values in SMEs: A small company does not have a vision and mission and works hard to form a strong corporate retreat session to form one (2 days of workshop)

Embracing the established vision, mission and values within the SME: After establishment of a proper vision and mission is important for the employees and staff to internalise and understand the established vision (1 day workshop)

Developing teamwork and relationship: The team should work on building and improving the level cohesiveness and relationships. (2 days of workshop)

Leadership skills for managers in SME: To equip SME leaders with practical and critical knowledge and skills to lead a group of employees with confidence (2 day workshop)

Development of productive teams: To up-skill team members in the way they solve their potential issues and improve decision making capabilities of the team (2 day workshop)

Good teams do not happen by accident, they demand adaptability, effective communication, strong leadership and skilled conflict management that involve creation of successful teams.

The small and medium sized organizations are effectively managed with small chain of communication. Thus, it can be clearly stated that the channels of communication needs. As per the study conducted by Solaja, Idowu and James (2016, p. 100), effective communication is a key to manage employees effectively. When the employees feel like they can talk with the managers about everything, they are likely to be honest and open about their perspective towards the organization. On the other hand, communication within the organizational context effectively negotiates to make sure that the business achieves the goal as per their objectives. Effective communication can foster good work based relationship between the manager and staff, which in turn can work on improving the level of efficiency and morale among the employees.

In similar regards, being a part of team builds strong bonds and trust, forming a work environment within which the members feel comfortable to ask questions and offer help when needed. The improvement in communication is one of the best advantages that can be obtained during the course of effective team collaboration. Thus, it can be conclusively stated, it is important to make sure that the team work leads to successful business collaboration. As supported by Torabi and El-Den (2017, p. 302), by supporting one another team members build mutual trust and respect making employees highly effective, reliable and productive. All these traits help in contributing to the success of the business organization. Finally, it is important to match skills with tasks. The employees should be recruited as per their potential. The employees then are likely to appreciate the opportunity and increase their level of productivity accordingly. For a small business to remain successful, it needs act as an open system and make sure that they are open to criticism and new ideas. Through this, the company can gain competitive advantage and emerge out as better business organization.

Reference list

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• Bubeck, P., Wouter Botzen, W.J., Laudan, J., Aerts, J.C. and Thieken, A.H., 2018. Insights into flood‐coping appraisals of protection motivation theory: Empirical evidence from Germany and France. Risk Analysis, 38(6), pp.1239-1257.
• Ghamari, A., Zeinabadi, H., Arasteh, H. and Behrangi, M., 2018. Organizational productivity with the maintenance of human resources talents: providing a model (A Study on National Iranian Gas Company). Journal of Urban Economics and Management, 6(23), pp.67-80.
• Gravina, N., Villacorta, J., Albert, K., Clark, R., Curry, S. and Wilder, D., 2018. A literature review of organizational behavior management interventions in human service settings from 1990 to 2016. Journal of Organizational Behavior Management, 38(2-3), pp.191-224.
• Killingsworth, K., Miller, S.A. and Alavosius, M.P., 2016. A behavioral interpretation of situation awareness: Prospects for Organizational Behavior Management. Journal of Organizational Behavior Management, 36(4), pp.301-321.
• Menard, P., Bott, G.J. and Crossler, R.E., 2017. User motivations in protecting information security: Protection motivation theory versus self-determination theory. Journal of Management Information Systems, 34(4), pp.1203-1230.
• Mohamed, M.S., Khalifa, G.S., Al-Shibami, A.H., Alrajawi, I. and Isaac, O., 2019. The Mediation Effect of Innovation on the Relationship between Creativity and Organizational Productivity: An Empirical Study within Public Sector Organizations in the UAE. Journal of Engineering and Applied Sciences, 14(10), pp.3234-3242.
• Mohamed, M.S., Khalifa, G.S., Nusari, M., Ameen, A., Al-Shibami, A.H. and Abu-Elhassan, A.E., 2018. Effect of Organizational Excellence and Employee Performance on Organizational Productivity Within Healthcare Sector in the UAE. Journal of Engineering and Applied Sciences, 13(15), pp.6199-6210.
• Solaja, M.O., Idowu, E.F. and James, E.A., 2016. Exploring the relationship between leadership communication style, personality trait and organizational productivity. Serbian Journal of Management, 11(1), pp.99-117.