1.1 All organisations structures have advantages and disadvantages.Choosing the right organisation structure is a fundamental decision in cooping with changes.In order to make the right decision we must understand the pros and cons of the available decisions.

Taking into account that the flatter organisation respond better to changing situation I recommend to Mr Wakefield to choose a flat structure. Also it is easier for the new staff to integrate in such a structure than in a taller one. Also creating a special department (a task team to deal with training the new staff and integrating them) will be highly recommended to overcome the lack of control and to overload the tasks of the fewer managers.

1.2 Ravasi and Schultz (2006) state that organizational culture is a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behaviour for various situations. At the same time although a company may have their "own unique culture", in larger organizations, there is a diverse and sometimes conflicting cultures that co-exist due to different characteristics of the management team. The organizational culture may also have negative and positive aspects

A common way of culture classification is the following

1.3 The structure and the culture of an organisation influence each other. We can say that the structure is like a framework of a culture but if the culture starts to disintegrate the structure will fall apart as well. If there is a strong bound between an organisation culture and structure and the culture is shared by its employees than the organisation performance will be high.The relation between the structure and the culture of an organisation usually is:

1. Tall structure- role culture2. Flat structure- power culture3. matrix structure – task culture

Giving that we choose the flat structure that implies a power culture to overcome the deficits I recommend to introduce a matrix department(task team) that will deal with training the new staff, integrating the new employees them, etc

1.4 There are several factors that influence the individual behaviour at work:A change in management can confuse, disorientate, reduce the quality of work, lead to incapacity to adapt, insubordinations etc. to avoid this we must understand the factors that influence the individual behaviour at work:

2. AttitudesAllport (1935) proposed that an attitude is a mental and neural state of readiness, organized through experience, exerting a directive or dynamic influence upon the individual's response to all objects and situations with which it is related"A certain attitude of mistrust, suspicion and resistance will be present among the stuff. It is important to implement a positive attitude right from the beginning because afterwards it is difficult to change an already formed attitude. We can positively influence the attitudes to the new management through:-to inform and train the new team in order to integrate them into the new system-set clear goals -recognise and reward the achievements-Open management style-Regular feedback-Open and honest communication-the new employees should be equally treated and have the same opportunities as the other employees -value their work-positive atmosphere-well-equipped and clean-the manager should be a role model-position the company highly in employees mind through: awards for outstanding results and employees posters etc.

3. Skills/aptitudesA possible differentiation is that skills are something that we are good at and aptitudes is the ability to learn or develop new skills or abilities. It’s vital to place the people with the right skills in the right positions and also know if they have the potential to learn new things that suit best for the organisation interests.

4. IntelligenceIt is well known that left side of the brain is responsible with logical thinking (mathematical thinking) and the right side of the brain is responsible with emotional thinking (also creativity and imagination)It will be easier for the new employees that have a good analytic thinking related with the left side of the brain to understand and cope with the new given tasks and for those with an evolve emotional thinking will be easier to integrate in the team and they will adapt quicker and better to the changes.

2.1 There are many leadership styles some of the most important ones are:-Autocratic-Democratic-Paternalistic-Laissez faire-Participative

Some of the leadership characteristics are:-use of the authority by manger - speed of decision-making-area of freedom for employees - use of human resources

*if the decisions don’t go through management the decision-making process can be much faster

2.2Organisational theories and management practice

There is a certain distinction between management and leadership that must be clarified first:Management is about how to do things is about a set of attributes and about using the authority in order to do what it must be done in a controllable and measurable way. Leadership is about what it must done about how to lead the organisation to the future, about innovation and how to determine people to follow you.

There are many theories about how an organisation is best to be managed.Some of them are:

2.3 Compare and evaluate different approaches to management Scientific managementNow day scientific management basic principles are commonly used in most of the organisations even though not in its purely form. Basically any company want their employees to be more productive and financial incentive is still a strong motivating factor. Many hotels in UK use scientific management to increase productivity and to encourage staff. Chambermaids usually have detailed instructions on how to do the job and are strictly supervised. The only chance to cope with the enormous amount of daily task is to have detailed steps that help them reduce the time needed. There is a small financial stimulation if you prove to be more productive. Athena hotel is one of many hotels that make use of scientific management.

Elton Mayo – Virgin Media Even though Virgin Media use Elton Mayo management approach they still recognises that reward is one of many motivating factors for a lot of its people and offers competitive salaries, along with bonus schemes and reward schemes(which relate with Taylor scientifically management). However Virgin Media is a fast moving company and it understands the factors of motivation. It offers additional benefits including private health care, life insurance, company pension scheme and staff saving schemes things that points out that they really care for their employees, recognition and a sense of belonging and involvement. A practical example of how Virgin Media recognise individuals is the possibility to advance really quickly like Benjamin who joined Virgin Media in 2011 and went from apprentice to service technician and then network engineer in just 1 year and 6 months.

We can conclude that: Every organisation have its unique approach to management even though they get closer to one theory or another. They often use a mixture of two or more theories but they have an original approach, they unique approach considering the type of business they ran, number of employees, how skilled they are, financial environment. Although some theories may seem obsolete

Recommendation:Taking into account our scenario and the intellectual type of business, human relation approach seems the most appropriate, although in the beginning strict proper training must be put in place in order to help the new employees familiarised and understand the new environment. To set things in place a light scientific approach is preferable.

Nowadays the same organisation may use different management styles depending of the departments involved and the diverse situations, the best managers adapt to the situation. For example Tesco use a democratic leadership style encouraging employees to take part in taking decisions but sometimes it may use an autocratic leadership. Managers will not use a laissez-faire approach with a new bakery employee but rather an autocratic approach until he learns the safety procedures and the bakery operations because otherwise he may put himself or others in danger or he may burn the bread. Tesco use a decentralized

Motivational theoriesA leader must

3.1 Motivational theories, application of these theories in our case scenario and recommendationA leader must know how to motivate and empower its subordinates. The motivational level of employees determinate the success or failure of an organisation. There are several motivational theories that tried to understand what drives people.1. Maslow's hierarchy of needs

In conformity with Maslow's motivational theory a person needs evolve gradually from physiological to self actualisation needs, when a group of needs is satisfied it progress to the next group. First group of needs is satisfied by the income received, second group by safety of the working environment and protection of unemployment, third group of needs represent the human need of belonging to a group and it is given by a positive teamwork, communication with colleagues etc, the respect of others and superiors falls into the fourth group of needs, and the fifth one relates to personal achievements. In our case a paternalistic leadership style will not satisfy all levels of needs but will be a good base satisfying the first 3 levels of needs considering the period of change when the basic needs could be at risk (risk of unemployment, no sense of belonging etc.). After ensuring that everybody reached to a certain comfort the leadership could change to a democratic style to be able to satisfy the other level of motivation. Cons of Maslow's theory:-people tend to have several groups of needs at one time -hard to tell when a need is satisfied-people may wish to satisfy a higher group of needs before the other ones example people may be willing to accept a lower wage for a certain position

2. Herzberg two factor theory

According to Herzberg there are two major factor that influence satisfaction and motivation of employees: Hygiene factors and Motivator factors. There are some similarities between Maslow's theory and Herzberg theory but unlike Maslow Herzberg state that only the motivator factors motivates the employee, the Hygiene factors only creates satisfaction or dissatisfaction.

Hygiene factors refers to wages, working conditions, job security, quality of inter-personal relations and other factors. In our case a paternalistic leadership style will ensure a sense of stability in the given changing environment. Motivational factors refers to individual need to grow. Motivator factors are: a stimulating and challenging job role (to avoiding repetition), personal grow in the company, gaining recognition, status, personal achievements, responsibilities etc.Even though a paternalistic leadership style will not motivate enough its employees, consider that in a period of change the job role is anything but boring the personal will be motivated to fulfil their tasks and to learn new things. After everybody will understand their tasks and will learn the needed skills the leadership style should change to a more democratic one to fulfil the other motivational needs like recognition, personal grow etc.

3. McGregor Theory X & Theory Y

McGregor developed two important motivational theories about the organisational employees. Theory X state that people dislike work and try to avoid it, dislike responsibilities and lack ambitions, desire security etc. For those people an autocratic management style is suitable, a system of control, punishment, coercion and financial motivational is used. People falling into Y theory consider work as rest and play, work is considered a source of satisfaction, individuals seek responsibilities etc. For this theory a participative management is more suitable and the challenge is to create a working environment that stimulates employee’s interest and creativity. McGregor didn't imply that people fall strictly into one category or another but rather between having more traits from the both.Practice shows that if you treat employees as if they fall into theory Y they will deliver better results than if you treat them as people falling into X theory. I think that people try to meet the expectation of others, so if you think badly of them they will act in that expected manner. In our case scenario it would be rather difficult to apply a paternalistic management style because the new employees don't know how to do their jobs properly and they would not be devoted yet to the new organisation purpose, still it is of the upmost importance to treat them fairly, with respect, to try to explain them every step and why they have to make those steps and to trust their abilities that they will become great successfully employees part of the organisation. Once the probation time is over the management style will evolve naturally to a more democratic one where motivational theory Y will be fully applied.

4. Expectancy Theory of Motivation - Victor Vroom

Expectancy theory assumes that people can be motivated if they believe that a greater effort will result in better performance(expectancy - E) and better performance will lead to a desirable outcome(instrumentality-I and valence-V).

Managers must ensure that the following condition are met:1. people think that greater effort lead to better performance 2. increased performance lead to rewards3. the reward has value for employee

If one of this conditions is not fulfil then the employee will not be motivated.

If the theory is to be put in place we must take into account that people have different skills, knowledge, experience, personalities and different goals.

In our case scenario managers should ensure that performance is very closely tied to reward and to ensure that the rewards are wanted by the employees. Taking into account our situation employees may find it hard to believe that greater effort lead to better performance. Managers should try to: strengthen employees believes in the bond between effort and performance, organise training courses etc.

This theory could also overlaid with other motivational theories for example with Maslow to determinate the individual desirable goals that needs to be fulfilled. In fact I think that all mentioned motivational theories and not only could be applied to some extent as it was discussed.

4.1 The Nature of groups and groups behaviour

A group is a bunch of people working together towards a common goal. Groups are usually classified as formal and informal. Formal groups result from the organisation structure and its communication channels. Formal groups have certain goals that needs to be attained. There are certain differences between groups and teams. This difference is illustrated better by the elevator example. A group walking in an elevator becomes a team when the elevator breaks down. Informal groups are based on personal relationships and don't necessary follow the structure of the organisation, such groups can be form from vertical, diagonal or horizontal levels of the organisation structure.

Although informal groups and grapevines can be a sign of bad communication and organisational problems within a company if they goes out of hand, they still have essential functions:- makes the work more fun and interesting- maintain a communication system- gives a sense of belonging - it perpetuate the group culture- etc.Why groups and teams are important within an organisation:

- certain tasks can only be performed by the combined effort of a team as a whole- change of experience between members- they are able to motivate themselves - they take more risks than individuals- they protect themselves from outside risks and threats- guidance for acceptable behaviour- it provides a sense of belonging

According to Tuckman there are five main stages in a group developing: forming, storming, norming, performing, and adjourning. 1. FormingAt this stage the initial team is formed. Individuals get to know each other, learn about the objectives, people are busy with routines like who does what, what time to meet etc, exchange some personal information, defining acceptable group behaviour etc. 2 Stormingat this stage as people get to know each other and express their point of view more stoutly hence disagreements and conflicts will arise. At this point the team may fail but if it pass successfully there will be debates for possible arrangements for reforming, procedures, structures etc. 3. Norming As the name suggest a mutual plan will be put in place in order to achieve the common goal. Guidelines and norms will be put in place. 4. PerformingThis is the most productive stage that can be achieved only if the team goes through al other three stages. 5. AdjourningThis is the good bay stage.

4.2 b and their applicability in our case scenarioDifferences between intellectual and managerial staff

1 Membership-members compatibility -size of the group. It is not known an exact figure regarding this matter but practice generally recognise that a group exceeding 10-12 members will affect the cohesiveness of the group-permanence of group members, a team needs time to form, an effective teamwork is more likely to occur if members know each other for a reasonable length of time.In our scenario the group will be nearly formed this may have negative impact on team performances.

2 Work environment-physical settings, if team members works in close proximity it will help their teamwork.-communication, the easier the members can communicate with each others the greater the effectiveness of teamwork

Making the working environment more comfortable and facilitating suitable rooms for conferences and team meetings will help developing teamwork.

3. Organisationala) Management and leadership, team leaders have the greatest impact on team effectiveness. A good leader should:-give equal opportunities to each members and ensure every member is treated fairly-this will determinate the way they interact with each others. -give guidance and encourage the group-try to resolve conflicts and should keep an eye on employee relations as well on task problems-a good leader should be an inspirational model for its subordinates In our case scenario there is a gap discrepancy between the intellectual natures of teachers jobs compared with the managerial staff. To strengthen the relation between these two different departments it is important to appoint team leaders from teaching departments that will liaise and improve the links between teacher and management. Also it is to be consider that management personnel should have some teaching and cultural background in order to understand and liaise better with teachers. b) Human resources policies and proceduresHR procedures and policies should strive to be equal for everybody, they should also ensure that: discipline, opportunities, evaluation, promotion and reward systems have a positive impact and it is properly put in place.c) Success. The more successfully a team is the higher the motivation of team members meaning a higher level of work performance. Humans seeks pleasure so they tend to repeat experiences that gave them pleasure, so they will tend to repeat the behaviour that gave them success (pleasure). Success it should mean: satisfaction of completing the task through joint efforts, feeling of high status, benefits gained upon completion of the task, bonuses, management recognition etc.d)external threat. People will be more unite against a threat, so will the cohesiveness of the group increase against a common threat even after the threat is removed.4. Group development and maturityThis consist of the five discussed stages of the group development: forming, storming, norming, performing and adjourning. The highest performance will be achieved in the performing stage.In our case scenario the group will be at the forming stage. Managers should ensure that groups will move smoothly through the following stages into the performing stage.5. Team role distributionThis refers to Belbin's team role theory. He observed that teams formed by clever people or people with similar personalities are not as productive as it was thought it will be. "No one is perfect but a team could be"Nobody could be a good at everything but if a team combined all members qualities it could achieve a high level of creativity and perfection. That's the reason why teams should be formed by people that have differ roles within the team that could complement each other.

An effective team should be composed of members fulfilling a great variety of team roles.6. All the discussed motivational theories, organisational culture, leadership style and management theories will determinate the effectiveness of the team.

*Not taking into account the above mentioned factors will threaten the success of team work.

4.3 Technology effects on team functionsTechnology has a great impact in teaching like the way teachers and students gather information, tools used for lessons presentation, online assignments submissions, college database of courses and information, online studying etc. A technique supportive team will have to ensure that all the technical equipment (laptops, video projectors and other gadgets) are working properly and students and teachers are making the most of it. Management should ensure training and support the staff in using the technology

References:

1. http://businesscasestudies.co.uk