Leaders must recognise the responsibility they hold, and discharge it skilfully, ethically, and responsively.
Organisational sustainability requires sustainable business eco-systems both locally and globally, where multiple cause-and-effect relationships are acknowledged and accounted for.
Ensure our decisions are economically, environmentally and socially sound which enables us to develop a clear vision of the future we want.
Complex and Ambiguous
The world is changing rapidly, which cannot be fully understood using old ideas and traditional thinking. We must think creatively to manage the changes that are driven by complexity and ambiguity.
The part of economy which is not under direct state control with its main objective being to create sustainable wealth for its stake holders.
The part of economy which is under direct state control with an objective of delivering a public service.
Voluntary sector organisations provide a service or other forms of direct support and advice to the groups they serve.
Developing a positive work culture is imperative for the success of organisations, which in return will make the purpose of an organisation clear, encourage an engaged workforce, stimulate innovation and adapt to organisational change without much distress. Managing organisations successfully will enable you to become an employer of choice, eliminate most costs associated with psychological distress and create a vibrant workfore and high performing teams.
Establishing an organisation can be a daunting and overwhelimg experience. There are a lot of things to consider from legalities to company registration and all the way to putting a business plan together and raising capital.
Forms of organisations
Organisations do not all operate in the same way.The form of these organisations dictate the amount of tax payable, degree of peronal liability, legal obligations and even the ability of raising capital
mechanisms of control
Organisations use various control mechanisms to lead workforce, meet legal and contractual obligation, encourage a positive work culture and many more.
A planned and systematic approach to enabling sustained organisation performance through the involvement of its people.
The process in which an organisations changes their structure, strategy, operations, technologies or culture to affect change within the organisation and the effects of these changes on the organisation.
Functional Structures of an Organisation
The structure defines how activities such as task allocation, coordination, and supervision are directed toward the achievement of organisational aims and objectives. Employees with similar tasks, skills and experiences are grouped together not only because it’s more efficient, reduces number of communication channels and ease of accountability, but also allows the functional group to work collectively in a strategic manner.
Responsible for efficient financial management and controls necessary for an organisation to support all their activities, including payroll, tax,billing and collecting payments.
Responsible for achieving a competitive advantage through strategic deployment of a highly committed and capable workforce. Tasks include recruitment process, performance management and training
Day-to-day operations, ensuring client demands are met with the right resource at the right time and managing supplier relationships.
All technological integrations within an organisation, including software, hardware, network and automation are the responsibility of the IT function
There are 7 most common Leadership styles and each one of them has its own time and place. The best of leaders knows how and when to flex from one style to another depending on the situation they face.
An autocratic leader makes all the decisions without any input from team members or explanations. It’s also knows as the command and control approach. This leadership style is becoming less and less used in the modern leadership world
Authoritative leaders maps the way, sets the followers expectation, whilst engaging and energising followers along the way.
Pacesetters are driven who sets high standards, leading by example, and expects everyone to up their game to at least achieve the same high standards
Democratic leaders engage all team members and asks for their opinion before making a final decision
Coaches inspire followers by asking the right questions with some high-level pointers to unlock people’s true potential and empower them to come up with their own ideas.
Affiliative leaders get up close and personal by supporting their teams’ emotional needs to encourage harmony and form collaborative relationships.
These leaders want to give people opportunities to spread their wings without a pointer or a direction to fully empower them
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