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Executive Summary

The following report has critically evaluated the leadership style, approach and

organizational culture of Annex Ale Project, a reputed Brewing community in Canada. However,

the inclusion of Task-oriented leadership and people-oriented leadership would eventually help

to increase their collaboration as well as efficiency as well. On the other hand, it is also to be

noted that the current mission of Annex Ale has primarily focused on improving quality and

customer experience with innovation and providing value to the supporting community.

However, the incorporation of further focus on developing clear communication and

collaboration may help the organisation to strengthen its internal bond. The implementation of

new organisational changes by an increased focus on a professional approach, with new training

programs and strategic alliances with other companies may face internal resistance. Hence, to

reduce this internal resistance clarity in communication and additional support may become

effective.
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Table of Contents

Preparatory Analysis........................................................................................................................4

Analysis of the 5-factor Personality Model.................................................................................4

Evaluation of Leadership Style....................................................................................................5

Benefit from Leadership Style.....................................................................................................5

Proposal for Client...........................................................................................................................6

Assessment of Current Mission Statement..................................................................................6

Recommendations for building strong Culture............................................................................7

Implementation of Changes.......................................................................................................10

Evaluation of the effectiveness of the Recommendations in Practical Approach.....................11

Poster..........................................................................................................................................11

Summary....................................................................................................................................13

Reference List................................................................................................................................15
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Preparatory Analysis

Analysis of the 5-factor Personality Model

Annex Ale Project, established in 2015, has attempted to bring a note of innovation to

breweries with their extensive focus on experimentation with conventional approaches and

including a variety within the product range. The considerable reputation that the organisation

has achieved in these four years has majorly been because of its two co-founders, Erica

O’Gorman and Andrew Bullied.

On one hand, Erica O’Gorman, before co-founding the Annex Ale Project has also been

associated with Village Ice Cream as its Head Chef. This entrepreneur with a Bachelor’s Degree

in Psychology from St. Francis Xavier’s University has been able to evaluate the customer

requirements and imply them in presenting unique beers. On the other hand, her partner Andrew

Bullied, a former head executive at Village brewery has also been equally devoted to pushing the

envelope for the discerned masses.

In order to analyse the traits of these two leaders, the Five-Factors Personality Model can

be effective. As per the Five-Factors Personality Model, developed by D. W. Fiske in 1949, the

fundamental traits of human characters can be defined into five broader domains (Shirvani &

Ware, 2019).
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Factors of Personality Score Card

Erica O’Gorman (Out of 5) Andrew Bullied (Out of 5)

Extraversion 3 3.5

Agreeableness 3.5 4

Conscientiousness 4.5 4

Neuroticism 1 1.5

Openness to Experience 4 4.5

Table 1: Five Factors Personality Model for Annex Ale Project Leadership

Hence, based on the above discussion regarding the personality and profile of these two

founders of Annex Ale Project, this can be stated that both of them would achieve a high score as

per their personality traits in terms of Conscientiousness and Openness to Experience (Dalpé et

al. 2019). It is their focus and their extreme passion for including innovation within their product

range that makes them further capable of being open to new experiences (annexales, 2022). This

has been further evident from Annex Ale’s latest inclusion of a “mixed fermentation

programme” including lactic acid, wild yeasts and microbes (annexales, 2022).

However, both of these founders of Annex Ale Project seem to Score extremely low in

terms of Neuroticism as they don’t exhibit any proneness towards negative emotions such as

depression, anxiety or irritation. Rather, both of them have been considered “social humanists”

who have made a considerable effort for building an amicable relationship with both their

consumers and employees (annexales, 2022).

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Evaluation of Leadership Style

As observed from the business approach and style that both Erica O’Gorman and Andrew

Bullied have exhibited within Annex Ale Project, it can be stated that they have included

managerial Leadership. As per the definitions, Managerial Leadership refers to an approach

undertaken by the leaders where a perfect balance is set between the leadership skills and styles

of management as well (Romana, 2020). The impact of this leadership approach taken by Erica

O’Gorman and Andrew Bullied become evident from the fact that the eight guiding principles of

this company have focused on Quality and Innovation that become crucial pillars for the

Managerial Leadership approach (annexales, 2022).

Benefit from Leadership Style

Benefit from Task Leadership

As per the findings of Rüzgar (2018), among the most prevalent leadership styles, the Task-

oriented approach of the leaders has become widely effective as it emphasises meeting the task

requirements and organisational goals with an autocratic approach. Besides the inclusion of the

Managerial Leadership Approach, the incorporation of the task-Oriented Leadership may benefit

Annex Ale Project in the following terms-

● To begin with, this would allow accelerating the growth of the company

● Task-oriented approach would also assist in meeting greater targets in a lesser time

period (Henkel et al. 2019)

● Meeting deadlines within specific time period would provide Annex Ale project further

advantage within the competitive market (Henkel et al. 2019)

● Increase profitability
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● Maintain the quality of the products with considerable focus on customer’s requirements

Benefit from People Oriented Leadership

People Oriented Leadership; on the contrary, have focused upon facilitating a positive

relationship between the employees and employers in order to increase productivity and job

satisfaction (Batırlık et al. 2022). Hence, the incorporation of People-oriented leadership may

benefit Annex Ale Project in the following approaches-

● Create a positive work environment for the employees and other internal stakeholders

● Analyse the strengths and weaknesses of the company

● Develop a deeper insight regarding the current position of the organisation within the

industry (Alamsjah & Yunus, 2022)

● To increase employee commitment towards the organisation and bring clarity about

organisational goals

● Increase employee satisfaction and organisational productivity

Proposal for Client

Assessment of Current Mission Statement

The current mission statement of the organisation has included a proactive approach to

enhance their position within the brewing community by including small changes for improving

their services. As a result, Annex Ale has aimed at providing value to the surrounding

communities and inspiring innovative ideas by enhancing the social and physical experiences of

the community.

Based on this current mission statement the core values of the organisational culture have

been built. According to Annex Ale, the eight foundational principles of its organisational
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culture have included- “No Gods, No Masters”, “Quality”, “Innovation”, “Ownership”,

“Sustainability”, “Development”, “Inclusivity” and “Integrity”.

The development of these eight core foundational principles of organisational culture

becomes important within the organisational construct as it allows for the enhancement of the

organisational purpose with more clarity to both its internal and external stakeholders. On

account of these organisational culture principles, it becomes evident that the primary focus of

the company has been on enriching its customer experience based on integrity and uniqueness.

As a result, the company has included a wide range of variety in their products with minimal

harm to the environment (Shen et al. 2022).

However, this organisational culture can further be enhanced with the incorporation of the

following recommendation within their approaches-

● To include more focus on the Timely approach- this would help Annex Ale to increase

satisfaction among their customers and accelerate organisational growth. In addition, time

efficiency would also allow gaining a competitive advantage within the brewing

community of Calgary.

● To enhance their approach towards collaboration- the effective collaboration within the

organisation would increase productivity and enhance the aspects of profitability as well

(Han-Sun et al. 2022). In addition, this recommendation would also suit their mission of

providing values to people.

● To increase effective communication- Clarity in communication would help employees

to understand organisational goals and would increase their effectiveness as well as

efficiency. In addition, effective communication would also allow Annex Ale to mitigate

the space between “public places and social experiences”.

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Recommendations for building strong Culture

In order to strengthen the organisational culture of Annex Ale Project, the following

recommendations can be considered to increase their organisational effectiveness-

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Recommendations Pros Cons Impact on Organisational

Effectiveness

1) Increasing investment for Ensure the process of This recommendation The professional development of

Professional Development of the gaining stability may require the organisation would help

organisation as well as the within the industry additional monetary Annex Ale to increase the brand

employees and enhance brand expenses that may image in front of its external

image and mitigate cause challenges to stakeholders such as consumers,

internal conflict financial suppliers and retailers.

sustainability on an

immediate basis

2) Providing further emphasis on Increased skills of the Providing training to Additional training to the

Employees Training employees would employees for further employees would help the

help to increase their growth in their career organisational culture of Annex

professional may pose a threat to Ale to maintain its character in

efficiency and employee retention terms of continuing its constant

contribute to learning and renewal (Kim & Hye-

organisational Sun, 2022). In addition, this would

productivity also provide the employees with

an opportunity for further growth

in their career

3) Implementing more diversity Diversity boosts the On the contrary, too Diversity in organisational culture

within the recruitment process process of much diversity in appears to be the major driver of

organisational recruitment may innovation and skill management.

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Table 2: Recommendation for Organisational culture and its Effectiveness

Implementation of Changes

Introducing Changes to the employees

Besides developing changes within the organisational culture for further improvement, it

becomes essential to communicate these changes among the employees to clarify its importance.

In this following scenario, in order to communicate implemented changes in organisational

culture among the employees of Annex Ale, a direct face-to-face meeting can become most

effective. Inclusion of Meeting with the employees for communicating the changes instead of

any other media such as email or official notice becomes more prominent as it opens the channel

of an active interaction between both employer and employees. In addition, the meeting provides

an opportunity to bring clarity to communication and avoids further confusion.

Probable Reasons for Employee Resistance

Though change is inevitable within the organisational construct, it often becomes difficult to

cope with these changes. As a result, Employee Resistance becomes an inevitable reaction

against the implementation of sudden organisational changes. In the case of Annex Ale, the

implementation of these aforementioned changes, internal resistance may occur based on these

probable instances-

● Lack of proper communication from the hierarchy

● Lack of clarity regarding the organisational goals and the implemented changes

● Inability to relate the organisational goals with individual career goals of the employees

● Lack of confidence while adjusting with changes and fear of failing the new

responsibilities or expectations

Plan to reduce Employee Resistance

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In order minimise this probable internal resistance from the employees after introduction to

these organisational changes, the following measures can be considered within Annex Ale-

● To develop regular communication with the employees to bring clarity

● To ensure regular training to ensure confidence among the employees

● Providing support to the employees

Evaluation of the effectiveness of the Recommendations in Practical Approach

In order to evaluate whether the recommended measures have been effective within the

organisational context, the leaders of the Annex Ale may consider the following Evaluation-

● The evaluation of Annual Profit and revenue may benefit the leaders to evaluate the

increased performance based on training and professional development

● The annual employee retention report would also help the leaders to evaluate employee

retention

● Employee satisfaction can also be measured in terms of annual survey over the

employees

● Time-efficiency can be measured through feedbacks from the clients and the consumers

Poster

Annex Ale Project (Estd. 2015)

A Leading Brewer Community in Calgary

Company Leadership

Erica O’Gorman (Co-founder)

● Former Head Chef at Village Ice Cream

● Enthusiastic entrepreneur
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● Excellent Leadership Skill

● Bachelor’s Degree in Psychology from St. Francis Xavier’s University

● Agreeable, Open to New Experience and Conscientious

Andrew Bullied (Co-Founder)

● Enthusiastic entrepreneur

● Former Head Executive at Village brewery

● Extravert, Agreeable, Open to Experience and Conscientious

● Formidable Managerial Approach

Company Mission

Annex Ale Project carries the mission of

● Including a proactive approach to enhance their position within the brewing community

● Including small changes every day for improving their services to valuable customers

● Providing value to the surrounding communities

● Inspiring innovative ideas by enhancing the social and physical experiences of the

community

Core Values of Organisational Culture

Eight Fundamental Core Values for Annex Ale Project-

“No Gods, No Masters”- Progress makes the major change and inspires for being bold as well

as creative

“Quality”- Tangible products with best practices for better consistency in services

“Innovation”- Embracing Challenges to come up with unique solutions and further creativity in

brewing measures
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“Ownership”- Celebrating accomplishment and learning from failure with complete

responsibility

“Sustainability”- Improving systems and monitoring the impact upon environment

“Development” - Increasing knowledge and sharing them to others

“Inclusivity”- Dignity, Fairness, Empathy and Equality sets the corwe foundation of building a

brewing community

“Integrity”- “Honesty becomes foundation of respect”

Upcoming Organisational Changes

Annex Ale Project introduces new changes to enhance improvement and progress in

organisation-

Investment for Professional Development - More professionalism and increased Brand Image

Employees Training- Increased Performance

Diversity in Recruitment Process- More Innovation and More Progress

Encouragement through Incentives - Employee Loyalty is at core of high Performance

Strategic Alliance - Expanding the Universe of Annex Ale for further stability

Value of Break

Annex Ale focuses upon developing further emphasis upon Employees’ Well being

Break is Important, Break -

● Reduces stress

● Improves Productivity

● Ensures physical and mental well-being

● Increased concentration and focus

● Improved Performance
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Avoiding Biases and stereotypes

Progress forms the foundation of Annex Ale Project

To include inclusivity and and ensure Progress, it becomes essential to avoid biases and

Stereotypes within Organisational Culture. Hence, to avoid biases, Annex Ale introduces

More Diversity in Recruitment

More Emphasis on new skills

More importance to the community

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Figure 1: Poster for Annex Ale Change Implementation

(Source: Self-developed)

Summary

In association with above discussion and analysis regarding the current mission,

organisational culture and leadership style undertaken by Annex Ale, it can be stated that the
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company has effectively managed a balance between their managerial approach and the strategic

styles. However, the inclusion of Task-oriented leadership and people-oriented leadership would

eventually help to increase their collaboration as well as efficiency as well. On the other hand, it

is also to be noted that the current mission of Annex Ale has primarily focused on improving

quality and customer experience with innovation and providing value to the supporting

community.

However, the incorporation of further focus on developing clear communication and

collaboration may help the organisation to strengthen its internal bond. On the contrary, the

implementation of new organisational changes by an increased focus on a professional approach,

with new training programs and strategic alliances with other companies may face internal

resistance. Hence, to reduce this internal resistance clarity in communication and additional

support may become effective.

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Reference List

Journals

Dalpé, J., Demers, M., Verner-Filion, J., & Vallerand, R. J. (2019). From personality to passion:

The role of the Big Five factors. Personality and Individual Differences, 138, 280-285.

https://doi.org/10.1016/j.paid.2018.10.021

Romana, F. A. (2020). The impact of senior-managerial leadership culture on value creation for

shareholders–a study of local and multinational companies in Portugal. Journal of

Intercultural Management, 12(2), 134-175. DOI 10.2478/joim-2020-0041

Igbokwe-Ibeto, C. J., & Osakede, K. O. (2022). MANAGERIAL LEADERSHIP AND PUBLIC

SERVICE DELIVERY IN AFRICA: THE NIGERIAN EXPERIENCE. Management

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Rüzgar, N. (2018). The effect of leaders’ adoption of task-oriented or relationship-oriented

leadership style on leader-member exchange (LMX), in the organizations that are active

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Henkel, T. G., Marion Jr, J. W., & Bourdeau, D. T. (2019). Project manager leadership behavior:

Task-oriented versus relationship-oriented. Journal of Leadership Education, 18(2), 1.

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Batırlık, S. N., Gencer, Y. G., & Akkucuk, U. (2022). Global Virtual Team Leadership Scale

(GVTLS) Development in Multinational Companies. Sustainability, 14(2), 1038.

https://doi.org/10.3390/su14021038
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Hyun-Duck, K., & Angelita, B. C. (2022). Transformational Leadership and Psychological Well-

Being of Service-Oriented Staff: Hybrid Data Synthesis Technique. International Journal

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Shen, Z., Liang, X., Lv, J., Liu, C., & Li, J. (2022). The Mechanism of Digital Environment

Influencing Organizational Performance: An Empirical Analysis Based on Construction

Data. Sustainability, 14(6), 3330. https://doi.org/10.3390/su14063330

Han-Sun, Y., Eun-Jun, L., & Tae-Kyun Na. (2022). The Mediating Effects of Work–Life

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Kim, J., & Hye-Sun, J. (2022). The Effect of Employee Competency and Organizational Culture

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Environmental Research and Public Health, 19(8), 4428.

https://doi.org/10.3390/ijerph19084428

Mohamad, R. R., Nurul Ashykin, A. A., Nor, L. A., Samsudin, N., Gurcharanjit Singh, V. S.,

Zakaria, T., Nursyazwani, M. F., & Ong, S. Y. Y. (2022). SMEs Performance in

Malaysia: The Role of Contextual Ambidexterity in Innovation Culture and

Performance. Sustainability, 14(3), 1679. https://doi.org/10.3390/su14031679

Colbert, C. Y., & Bierer, S. B. (2022). The Importance of Professional Development in a

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Sciences, 12(3), 220. https://doi.org/10.3390/educsci12030220

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Isac, M. M., Sass, W., Boeve-de Pauw, J., De Maeyer, S., Schelfhout, W., Peter, V. P., & Claes,

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Smaliukienė, R., Bekesiene, S., Mažeikienė, A., Larsson, G., Karčiauskaitė, D., Mazgelytė, E., &

Vaičaitienė, R. (2022). Hair Cortisol, Perceived Stress, and the Effect of Group

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Websites

annexales (2022), About, Retrieved From: https://www.annexales.com/culture