Remycake Bakery: A Case Study

Authority is defined as the ‘power or right to give orders, make decisions, and enforce obedience’. There are many different organisations that enforce discipline within the public services, which have the right to extend different levels of authority and enforce different levels of obedience within a service. These are;

“Although charismatics appear to be independent thinkers, they often rely on other high-profile executives in the company when making decisions. Addressing this tendency will help increase your chances for success” (Williams & Miller, 10).

I have started a business of catering; my business plan has all the ideas, goals, mission statement and the vision of the business. As an entrepreneur I would like to get investors to invest in my business. The story of Dubas Cakery started when my mom sold cakes on the side of the road that’s where I feel in love with baking, then I got a chance to be a baker and I grow the business and today Dubas cakery is formal and registered business.

This kind of leadership promotes a culture of dependency toward the leader, hence blocks the growth of creativity, skill and knowledge of the employees. This is supported by the expert, Eckerts (Beer, 2006) who further states that charismatic leadership style like Jack has lose the creative energy of the employees. In addition to that, due to this leadership style, it does not promote the culture of cooperation, teamwork and trust between the top management and employees.

The Creamy Creation Takeover case study contains many examples of the theories we learned in chapter 2 of Organizational Communication Approaches and Processes by Katherine Miller. The study examines the transition of ownership from a privately owned family business to a corporate structure. Creamy Creations was under private ownership for about two years where they built a loyal customer base from families to college students. Throughout the change of management Burger Barn executives have implemented several of Fayol’s, Weber’s and Taylor’s theories to attempt to improve the organizational structure.

Charismatic authority is implemented by the bosses’ ability to release a control he/she has, by allowing a part of the employee’s personal life enter their work life. The boss is ruling by personality, e.g. he sees a need for his employees and although it may seem like a time consumer, it’s been proven in his office to release tension and change the atmosphere by allowing them to bring in their pets (or in the Nestle building as a whole) and participate in wellness activities once a

Due to his past success, one could presume Jeffers management approach would be inspirational, and his community profile renders him as an authentic and charismatic leader. In fact, he degraded employees, ignored other 's sentiments and notions, determined strategic decisions unaided, disregarded company policies, and discounted the need for work and life balance. As a result, Jeffers personified the negative characteristics of charismatic leaders, and he is the antithesis of the positive attributes. However, the public’s perception of Jeffers did not translate over to the team at Fortuga. In fact, he was distal to feedback and disregarded company policies these traits embody a charismatic leader (Spahr, 2016). If Jeffers were a charismatic leader, he would be an effective communicator, build trust, and influence those around him to become devout followers (Riggio, 2012). In this case, his employees perceived Jeffers as a

There are various characteristics of charismatic leaders. They possess the ability to influence others through their own desirable “traits and characteristics” (Dubrin, 2010, p. 69). They also influence others because of the skills, abilities, and knowledge they possess. Another characteristic is their ability to get their workers excited about their work and “experience job involvement” (Dubrin, 2010, p. 70). A study found that workers who rate their supervisors high in charisma also have a high job satisfaction with their

The charismatic model of leadership is seen as “Incorporating ideas from trait, style, and contingency approaches, the ‘New Leadership’ paradigm (dubbed as such by Bryman 1992) which originated in the early 1980s, gave primacy to the concept of charismatic leadership” (Callan, 2003, p. 2). Charismatic leadership is often identified with transformational leadership. A number of sub-categories of the charismatic model exist. The attribution theory, which describes six leader behaviors and traits that help make the leader seem charismatic to the followers is part of the charismatic model. These six traits and behaviors, according to (Conger & Kanungo, 1994), are:

Larry and Bobbie Merritt jumped straight into the American Dream in 1979 opening their own business, The Cake Box in Tulsa, Oklahoma. They started out in a small 450-foot store where they were the only employees, with the division of labor consisting of Larry baking the cakes and Bobbie decorating them. While Bobbie had decorating skills already, Larry was learning as he went. Previously Larry worked in management but he dove head first into baking, spending countless hours learning his new trade. Whether it be in the library for research, or through baking by way of trail by error he was determined. Sales started off slow, but the business began to grow when a game changing opportunity presented itself. The opportunity was the chance to purchase a donut shop mere footsteps from their current store. The purchase allowed them to double their physical space and brought about a new change in their business. No longer satisfied with baking cakes, they became Merritt’s Bakery. Along with the name change came a business shift as they increased their products and added new staff (McShane & Von, 2015).

This study focuses on the positive and negative affects charismatic leader have on their follower. The study recommends that charismatic leadership behaviors have a direct effect on the leader and subordinates’ effectiveness, effort, job satisfaction, and commitment. The authors theorized that leaders’ positive affect, positive expression, and aroused behavior will resolve conflict in leader follower relationship. Field studies concluded that workers under the command of a charismatic officer were happier than those under the command of a non-charismatic office. Study also concluded that these relationships were mediated by the leader’s positive affect and a tendency to express positivity.

This report shows what Southern Bakeries Limited’s (SBL) organisational structure is, how it can be improved and what changes need to be made. It will outline the organisation’s culture and management behaviour. It will analyse the findings and include recommendation on what can be changed to improve the running of SBL.

A good opportunities in order to increase sales and even create more awareness, could be to make it available to order a delivery of some kinds of cakes, bread etc. for a event. It could be big events, or even small events such that aren’t close to Lagkagehuset bakery.

A charismatic leader is not just a man, but also a kind of faith for the employees. An outstanding leader knows how to gain the loyalty of workers by using his or her personality. He or she can give the employees confidence, which can be used to adapt to the new environments and overcome the difficulties of the work. On the other side, the followers believe that the right leader can lead them to the right direction to success. Wayne said that he and his employees trust each other and help each other. Wayne motivates the employees by satisfying their material and spiritual demands while the employees work together to make it possible for the development of the company.

Domino’s has been serving up pizzas to the public since the 1960’s, when it was created by Tom Monahan and his brother James. They managed to carve out a niche in the market when they decided to focus on making fast pizza as opposed to quality pizza. Dominos famous tag line – “If it’s not delivered in 30 minutes, it’s free!” For many years this strategy worked and catapulted Dominos to the leading organization in the business. However, after many years of success, the pizza industry started to evolve and Dominos found itself facing declining sales numbers, high employee turnover, and poor consumer ratings in taste tests. If the company were going to survive it had to re-evaluate its long standing value proposition, revamp its food, and also restructure its HR strategies. All of which were done successfully, but this paper will focus on the latter of the group – Dominos HR strategies.