Comparing Management and Leadership Skills of Staff in Tas, Haz and Hazev with KFC

This presentation compares the management and leadership skills of staff in Tas, Haz, Hazev with KFC. It discusses the main skills required for management and leadership in both organizations and explores the impact of digital technology on skills development. The presentation also covers the management and leadership styles followed in Tas, Haz, Hazev.

Comparing
Management and
Leadership Skills of
Staff in Tas, Haz and
Hazev with KFC
NAME OF THE STUDENT
NAME OF THE UNIVERSITY

Main Management Skills
of Tas, Haz and Hazev
StaffThe main and vital skills for management of Tas, Haz and Hazev staff are :
o Better management of Time.
o Effective Communication.
o Motivation and Inspiration to the Employees.
o Proper Interpersonal skills.
o Strategic Thinking and Analysis.

Main Leadership Skills of
Tas, Haz and Hazev Staff
The main and vital skills for leadership of the
Tas, Haz and Hazev staff are :
o Commitment to work.
o Effective influence (Bolman and Deal 2017).
o High confidence on both himself and team
members.
o Self awareness.
o Ability to collaborate and communicate.

Understanding Management
Skills in KFC
o Management skill has the core capacity to run a
company. This type of skill is responsible for helping
to make the most suitable alternatives while
analysing organizational performances (Metcalf and
Benn 2013).
o These distinctive managerial skills are required to
control the entire business as well as its staff and
hence reducing issues of team development.
o KFC staff have excellent management skills and
they follow democratic management skill in the
business.

Understanding Leadership Skills for KFC
Staff
o The leadership skill can be referred to as the most
significant capability and strength, which a manger
consists of to check the business processes, to
guide the staff and even to steer his staff for
successful achievement of goals.
o The leadership skills mainly include the core ability
to effectively delegate, inspire the employees and
communicate with them periodically.
o Being the part of one of the most prominent market
players in service sector, leadership skills are
extremely important for KFC staff.

Management Skills of Staff of
Tas, Haz and Hazev after
implementing Digital
Technologyo The digital technology has allowed Tas, Haz and
Hazev automatic entry of information for the
purpose of reducing the manual entry of data.
o The respective applications for productivity as
well as other tools are involved in this technology
to enhance the skills of management.
o Moreover, digital data application or virtual
connectivity are also increased by this process
for these staff.

Leadership Skills of Staff of
Tas, Haz and Hazev after
implementing Digital
TechnologyThe subsequent skills of leadership for the
employees and staff of Tas, Haz and Hazev are:
o Ability to adapt for change and to be innovative.
o Better and effective communication.
o Maximizing operational efficiency (Metcalf and
Benn 2013).
o Better execution of business processes.

Development of Hard Skills and Soft Skills through
Digital Technology in Tas, Haz and Hazev
o The soft skills and hard skills of every staff are being strongly impacted
by implementing digital technology in the business operations.
o The soft and hard skills are extremely vital to increment growth and
even to enhance the security.
o A higher productivity rate would be achieved by the respective business
after implementation of digital technology.

Digital Technology’s Impact on
the Soft Skill Development in
KFC
o There is a significant impact of digital technology over the
development and enhancement of the soft skills in KFC and
other service sector organizations.
o Such soft skills have eventually become extremely effective
due to the technological advancements in business
processes.
o These skills of soft leadership, which are properly
developed after implementing digital technology would be
better skills of communication, digitization, responsibility,
flexibility, scalability and teamwork.
o Moreover, since KFC, Tas, Haz and Hazev have to deal with
customers, soft skills are extremely important for them.

Digital Technology’s Impact
on the Hard Skill
Development in Service
Sector Organizations
o The various hard leadership skills substantially allows the
core abilities and measurements to learn about the
complete understanding of technological advancement
(Arts, van der Wal and Adams 2015).
o Such hard leadership skills, developed after implementation
of digital technology in a business are much easier in
quantification, maintaining stability and consistency.
o Due to the stability and consistency, the management of
KFC is in a better managerial position than Tas, Haz and
Hazev.

Procedure of Achieving Soft
Skills and Hard Skills
o The soft skills and hard skills could be promptly achieved
by the respective service sector staff or employees only
after knowing about every requirement.
o These soft skills and hard skills in KFC areachieved after
involvement of few skills as well as styles of leadership.

Explaining Method that is
utilized by Managers for
Change Management
o One of the basic method, which the managers of
Tas, Haz and Hazev have used to properly deal
with change management of deployment of
digital technology is by communicating the
change needs to the staff (Tekalp 2015).
o The staff are able to know about these
requirements and hence better collaboration is
possible.
o However, in KFC, the change management is
shared with the staff for enhancing innovation.

Main Examples of Management Styles
followed in Tas, Haz and Hazev
The main examples of the management styles
for dealing with digital technology change are :
o Democratic Management Style.
o Persuasive Management Style.
o Autocratic Management Style.

Main Examples of Leadership Styles
followed in Tas, Haz and Hazev
The examples of popular styles of leadership for
dealing with the change of digital technology are:
o Situational Leadership Style.
o Democratic Leadership Style.
o Strategic Leadership Style.

References
Arts, K., van der Wal, R. and Adams, W.M., 2015. Digital
technology and the conservation of nature. Ambio, 44(4),
pp.661-673.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations:
Artistry, choice, and leadership. John Wiley & Sons.
Metcalf, L. and Benn, S., 2013. Leadership for sustainability:
An evolution of leadership ability. Journal of Business
Ethics, 112(3), pp.369-384.
Tekalp, A.M., 2015. Digital video processing. Prentice Hall
Press.