Lubna Management Issues - Case Study Example

Its ability to focus on continuing to move and expand itself without actually facing any resistance to change is its main attribute in achieving this level of success.

Role models offer real-life examples of how great people accomplish things and what traits and characteristics they portray when carrying out their roles and responsibilities. Female role models may be required more in a society like Saudi Arabia which is a close society and better and more improved participation by women can encourage other women to become part of the mainstream society too. It is, however, important to note that both male and female role models are required for Saudi Arabian society to move ahead positively.

Reward Power

Coercive Power

Legitimate Power

Referent Power

Expert Power

Yes

NA

Yes

Yes

Yes

The organizational culture during the times of Olyan was based upon hard work and dedication while maintaining the attitude of doing things differently. The overall organizational structure, therefore, was designed in a manner to delegate work and empower employees to engage in hard work, and develop integrity. The major advantage of such an organizational structure is that it empowers employees to take risks and become accountable for what they do. For example, the use of integrated communication and information technology to connect employees of Olyan Group at the global level indicates the ability of the organizational structure to actually develop competence and accountability while at the same time fostering teamwork and delegation.

Under Lubna’s leadership, the overall organizational structure has remained more or less the same however; there has been a dramatic change in the organizational culture. The culture has become more open and empowering with a focus on accommodating women and hardworking employees. One necessary change in the way Group was organized was to restructure the structure in a manner to achieve agility. This new structure allows the organization to respond to new changes in a more rapid manner and with more agility in focus. It is, however, critical to note that this structure may push the organization to lose focus on its core competencies and the organization may engage in businesses that may not directly come under its core competencies.

Lubna uses intrinsic motivation techniques to motivate her employees by focusing on hard work, integrity, and honesty. These motivators are internal and are considered personal through which employees derive personal satisfaction and feel empowered as well as rewarded. Her actions to include women in the workforce as well as rewarding competent and hardworking employees are some examples of how she uses intrinsic motivation.