Paper Example on Leadership Style and Organizational Culture

Burger Company is one of the global organizations that offer the hamburgers to its wide client base, and its headquarters are based in Florida, United States. The leadership styles that are adopted by the managers of an entity are crucial in determining the success and growth potential of that firm. The strategies of managing a firm are different based on the industry and products that the business is offering. In this paper, there will be an interview with one of the managers of the Burger King restaurant with a view of understanding the procedures that the organization follows in managing its activities. There will be a review of the way that the management style that is being used affects the organizational culture and the strategies that can relied upon in improving the culture of the organization. The restaurant general manager has already been contacted, and he has provided us with a date and time when the interview can be conducted. The interview questions have already been sent in advance to ensure that the officer has adequate time to read them and provide the right response that will depict the true nature of the Burger King activities. After the interview, the details collected are as given below.

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Interviewer: Thank you, sir, for attending this interview.

Manager: I appreciate.

When running the activities in your organization, do you retain the final say when it comes to a decision making process?

Yes, I do have the final say in the activities that are being run in the business, but the analysis process is done together with all the other stakeholders that are interested in the affairs of the business. In some cases, we even involve the customers by first finding of the way they feel about the quality of service that we are offering. Despite me having the final say, my word is just to rubber-stamp the issues we have passed together with the other workers.

When deciding on the activities to be done in your business, do you include two or three people in your analysis process to decide on the actions to be undertaken?

I do believe that cohesion in the workforce is built when staff members get to think together and act as a unit. Therefore, I always allow several members to assist me in analyzing for the decisions we pass are going to be implemented by others and not me alone. Therefore, I have to ensure that everyone is satisfied with the issues they are requested to perform.

Whenever there is a major decision that needs to be undertaken in Burger King Company, are the other stakeholders given the opportunity to vote on the actions that they would like to be undertaken?

Voting is given to all the workers to ensure that there is credibility

The team members make suggestions on the various actions that they would like the company to undertake, do you consider their views?

I have to consider their views for they are the group that implements these views. I have to ensure that they are happy with what they are doing.

The organization makes plans and projects that it would like to undertake in the future, do you ask for the other members' ideas?

The future of Burger King involves the voice and output of the staff members, and this means that their ideas are crucial even though we do not implement some of them.

As a senior manager, do you believe that the staff members need to be supervised all the time?

The workers need to be given time to think for themselves since this is the way that they become innovative. Therefore, they do not need to be supervised all the time. They need freedom for them to understand that Burger King cares about them.

When you realize that there exist some workers who are lazy, do you retrench them or what do you do about the issue?

All the workers cannot give the same level of output, and this means that the company is always ready to support and embrace those that are lagging and train them on the way that they can improve their output levels.

How often do you communicate with the subordinate workers in your firm?

I communicate with them on a daily basis. At the workstation, it is sometimes hard to differentiate the worker and the supervisor for they all work as a unit and we believe that communication is essential to relay information.

Do you consider the delegation of responsibilities as one of the ways that the organization workers can raise the quality of their performance and output?

Burger King appreciates delegation of activities for this is one of the ways that the subordinate learn to undertake additional obligations.

Do you believe that the working group that you lead has trust with your style of leadership?

The leadership style I use has created a conducive environment where all the parties are happy, and I believe that they all trust me.

Whenever the subordinate staff members have issues that are affecting them, do you take the time to assist them to find a solution?

Burger King is a family, and we all care about the affairs and situation of the others.

Would you describe yourself as an honest leader? Explain?

Yes, am an honest leader and this can be supported by the cordial relationship I share with my worker force.

Would you allow your staffs to make mistakes as a way of learning or do you discipline them whenever they blunder in their line of duty?

Making mistakes is the best way to learn, and I allow them to make mistakes as long as they do not become consistent.

Do you set high standards in the workplace? If yes, do you make it a requirement for the others to follow suit?

Burger King is a multinational entity and one of its strengths is the high standards of operations, and all the workers are expected to maintain quality standards.

The world is evolving, and there is a need to ensure that all the other stakeholders are moving with times. Do you encourage your workers to keep learning from the best to ensure they remain relevant in the market?

Yes, we do. There exist many chances of promotion for the staff members who may improve their education levels.

How would you describe your leadership style as you interact with the rest of the workforce?

I rely on a leadership style that is inclusive giving all the parties the opportunity to express themselves.

What do you consider to be the crucial factor when dealing with the workers in the firm?

The most important factor when dealing with the employees is the way you treat, handle and lead them.

Do you allow the workforce to set their priorities or they have to follow the ones that you have set?

I do allow them to have their priorities that they can work towards realizing, but they must be aligned with the goals and objectives set by the organization.

When introducing a new work concept, do you offer orientation services to the workforce and give them adequate time to learn?

Orientation is offered to ensure that the workers manage to understand the issue at hand.

How do you ensure that there is cohesion among the workforce?

Cohesion is realized by ensuring that all the details are clear to each worker and everyone is given the platform to exercise their duties effectively without interference.

As a senior executive officer in the company, can you accept criticism by your juniors?

If it is positive criticism, am ready for it for this will enable us to grow together as an entity.

Introduction

Burger King is a global entity that is involved in providing fast food products like hamburgers. It was established in 1953, and its headquarters are based in Florida and one of the elements it offers in its menu include the veggies, coffee and kids meal among others. Every single day, it receives around 11 million guests in all its branches worldwide, and this large number is attracted by its ability to provide high quality and great tasting food. It operates in around 100 countries worldwide and almost all its restaurants are managed and owned by independent franchisees with a large number of them being family owned. The leader that has been intervened is Mr. Axel Schwan who is the Global Chief Marketing Officer and Executive Vice President.

After the interview conducted, it seems that the style the manager uses is the diplomatic style of leadership. From the interview, it can be noted that the manager is involved in the process of making representation of the workers' policies and interest, negotiating for them and resolving any conflicts amicably (Kohler, 2015). The manager seems to be dealing with the activities of other staff members without causing any bad feelings and the fact that the subordinated like him is a testament to his diplomatic style of managing the firm's affairs.

The diplomatic style of management used by the manager has helped in the building of the relationship among the various stakeholders in the organization. The manager seems he is ready to accept criticism from the other workers for he believes that this is one of the ways that the activities of the firm can be improved. The officers desire to set in and resolve any arising disputes show that he has the faith that he can manage the situations in the firm with the support of all the other stakeholders (Yahaya & Ebrahim, 2016). The manager pays attention to details and asks the questions that he knows will help in building the organization and he is good at showing appreciation where it is due and ensures that other people feel good about themselves and always apologize when he does anything wrong.

After holding the interview, it was noted that the leader is good at negotiating and reach agreement in addition to seeking solutions to the issues that are problematic in the firm. The freedom of expression and speech that he has given the subordinate means that decisions are reached amicably. He never used his position to intimidate the juniors and cause pain in their life, but rather uses his position in the organization to ensure that the working environment is conducive for all the parties involved. This has given the officer the opportunity to derive respect from the workers without asking for it or acting in any manner to show that he is the manager.

Safeguarding of entity is an issue that is brought out in the interview conducted with the Burger King Manager for it is clear that the officer adhered to his core values and those of the business. He respects them and is always ready to follow them and ensure that the subordinates also follow them towards the realization of the company's goals and objectives. Ethical standards need to be followed all the time when managing any form of business and this is an issue that the Burger manager is ready to see implemented in the company to guarantee success. The leader has been a good example on the way the workers need to behave and handle themselves with the desire to show that honesty and integrity are crucial elements that any staff member needs to observe. The most important asset in a company are the subordinates for they are the force behind the implementation of the ideas raised by the board and other senior officers of a business. Gaining advantage without the use of force is an issue that has been visible in the interview with the manager, and it supports the fact that the officer is relying on the diplomatic style of management to lead the Burger King (Ashikali & Groeneveld, 2015). The manager does not seem to force the workers on what they need to do but rather notifies them when they join the company on their responsibilities and duties that they are required to fulfill and then gives them the freedom to express themselves. Therefore, from the interview and discussion made with the manager, it can be noted that these officers relies on the diplomatic style of management to run the firms affairs.

Organizational Culture

Burger's Organizational culture calls...