Differences between Managers and Leaders

The provided content consists of academic articles and book chapters on the topics of leadership, team management, and organizational behavior. The articles discuss various aspects such as the differences between managers and leaders, effective teamwork, human resource development, conflict resolution in teams, transformational leadership styles, and the role of intuition in employee selection. Additionally, there are references to studies on job design, employee engagement, service climate, management innovation, and multinational organization context.

WORKING WITH AND LEADING PEOPLE

Table of Contents
INTRODCUTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Prepare documentation to recruit and select new staff members in the business..................1
1.2 Implications of legal, regulatory and ethical considerations to the recruitment and selection
process for the PM Company.......................................................................................................3
1.3 Take part in selection process................................................................................................4
1.4 Own contribution to process of selection...............................................................................4
TASK 2............................................................................................................................................5
2.1 Explain the skills and attributes needed for the leadership....................................................5
2.2 Differences between leadership and management.................................................................5
2.3 Different leadership styles for different situations.................................................................7
2.4 Ways to motivate staffs..........................................................................................................7
TASK 3............................................................................................................................................8
3.1 Benefits of team working for PM Company and review the effectiveness of team in
achieving goals.............................................................................................................................8
3.2 Demonstrate how you would resolve the conflicts in teamwork...........................................9
3.3 Effectiveness of team in achieving goals.............................................................................10
TASK 4..........................................................................................................................................10
4.1 Factors involved in planning the monitoring and assessment of work performance in PM
Company....................................................................................................................................10
4.2 Plan and develop assessment of development needs of individuals at PM Company.........11
4.3 Evaluate the success of the assessment process...................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODCUTION
Business organization of modern days are operating on the concept of working with and
leading people. It provides very useful and efficient methods to senior executives for leading
subordinates and employees at work. Here, to understand the concept in practical sense, the real
world organization Purple Mail Company is being chosen for discussion. The company is
seeking for the recruitment and selection of new staffs to provide timely delivery of courier to its
clients. Thus, the below report is inculcating about approaches to effective selection, recruitment
and management of new employees in the company for achieving business goals and competitive
advantage in the market.
TASK 1
1.1 Prepare documentation to recruit and select new staff members in the business
PM Company recognize that there is a need of some talented managers and employees in
the company to provide effective customer service and delivery on time. Therefore, it is essential
for the human resource department of PM Company to prepare the subsequent document for the
recruitment and selection of new staff members. In the particular process, the following steps
will include:
Approval: The organization authority is required to make an approval of document to start the
process of recruitment. Also, the concern department needed with new staffs should send a draft
containing person specification or a document including required experience and skill for the
particular posts. Moreover, this document involves the electronic copy of advertisement
(Aldrich, 2008).
Position description: It is important for the organization authority to approve the position
description of the particular post. Such document includes the responsibility and duty of the
position and activities that have to be done by the new member.
Advertising: It is very significant for the process of recruitment, which is done by the HR
department of the organization. The organization gather the suitable candidate for required
position, by giving the advertisement of it. There are different kinds of media through which a
company can give the advertisement for the job like giving ads in print media, electronic media,
open advertisement, online advertisement etc. The advertisement document consider the required
skill, vacancy announcement, terms related to payment, etc. Before giving any advertisement it is
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essential for the HR department to follow the advertisement law (Armstrong and Taylor, 2014).
The advertisements for the posts of senior manager in PM Company are given below:
Senior manager, PM Company
Date: November 9, 2016
Location: East London, London
Job Title: Senior Manager
Employee Status: Regular
Number of opening: 10
Salary: $20 per hour (inclusive all benefits)
Key responsibility:
1. Regularly analyze and report data across courier activity, works with the city manager to
optimize the city schedule to ensure full staffing, also responsible for all email
communication system.
2. Find out the most impact solution for maximum efficiency
Requirements:
 2+ years’ experience in marketing/ operating.
 Personable, enthusiastic with excellent communication skills
 Strong organizational skill with the ability to do multi-task.
In addition to above, the following is the example of job advertisement for delivery boys:
Delivery Boys, PM Company
Date: November 9, 2016
Location: East London, London
Job Title: Delivery boy
Employee Status: Regular
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Number of opening: 20
Salary: $15 per hour (inclusive all benefits)
Key responsibility:
 Deliver items to different places by following different routes;
 Follow time schedule and route;
 Ask for customer’s feedback and resolve their queries;
 Collect payments
Requirements:
 Work experience of courier delivery;
 Valid license;
 Good time management and organizational skills;
 High school degree.
1.2 Implications of legal, regulatory and ethical considerations to the recruitment and selection
process for the PM Company
While making new recruitments, the HR manager of PM Company should comply with some
legislative and ethical obligations. Awareness about regulation and rules would support the
company in lessening risk, job posting issues, matching job with potential skills, etc. It is a
complex procedure to have new staffs recruited in a company (BENINCASA, 2012). The overall
process of candidates interviewing and referencing up to the last selection stage is bound by
various laws that is executed to ensure that:
 The process is equal fair;
 Potential candidates are not discriminated against ethnicity, sex or age;
 The person have right of working in UK.
As per the Race, Sex, Discrimination and Disability Act, both the advertiser and publisher
are liable for any unfair ads. The publisher is not accountable, if he displays that he/she relied
reasonable on the statement of advertiser’s that was not illegal. In case of false and misleading
statements, advertisers enhances their probabilities of being sued (Cantu, 2007).
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Job advertising stage – At this stage, the company should make sure that no one is discriminated
against race, sex or age, in both negative and positive manner. The ads given for the job should
not break any legal and regulatory obligations.
Right to employment – The HR manager should ensure that potential candidate have legal right
for working in UK. It is also significant to undertake a background check of person to review
his/her record (David, 2012).
Employment statement – The employee is entitled to have a written document detailing about
work hours, holiday terms and pay scale strategies followed by the organisation.
1.3 Take part in selection process
After broadcasting of job ads, I would have to take an active part in the recruitment. Here, my
HR manager role plays an important role. The following is the manner in which I will engage
myself in PM company new employee’s recruitment and selection process:
Selection and recruitment panel – I will select a panel to conduct interviews of new staffs.
Employee’s short listing – I will take MCQ examination and written test to short list talented
candidates (Duarte and Snyder, 2006).
Interviews – At this stage, candidates with good knowledge and skills will be selected and their
final interview will be conducted, in which questions related to culture, education, background
and knowledge will be asked.
Appointment – At last, the selected person will be given with an appointment letter that contain
the joining date, work method or system and payment terms (ECONOMY, 2016).
1.4 Own contribution to process of selection
Other than the selection process, I was involved in various tasks to ensure that all ethical
practices and legal obligations are adequately integrated in new employee’s recruitment. For
example, as a HR manager, I undertake meetings with senior authorities to discuss upon
recruitment related aspects. Moreover, it was my responsibility to keep the overall process fair
and maintain transparency, accountability, equality and objectivity adequately. Throughout the
new staff interview session, my role was to assess efficiency and talent of shortlisted people
(Groves, 2007). The complete process was kept transparent and adequate reasons were also
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provided to candidates on their rejection. Therefore, it can be said that I have played an essential
role in the recruitment and selection process of PM Company by making it logical for people
belonging to distinct backgrounds (Long, 2016).
TASK 2
2.1 Explain the skills and attributes needed for the leadership
There are some qualities and traits of good leadership which help senior managers or leaders to
identify their weaknesses and improve management style:
Passion: Firstly, the leader should have passion in their work, which they have to share with
their peers. Such passion help leader to inspire their employees to give best in the business to
achieve the decided goal.
Communication: It is very important for a leader to effectively communicate with their staff
member at both lower and higher level. The communication should be effective enough to
explain employees completely about tasks and projects needed to be undertaken. The regular
communication between the leader and their team member supports in making them aware about
progress of work and make necessary steps of improvement if required (Marquardt and Horvath,
2014).
Commitment to staff: The leader should know that organization success is only depends upon
employee’s commitment and engagement level in the business. Thus, employees should be
involved in making decisions, planning projects and prioritizing tasks. Strong leaders stay
committed with employees and make sure that all of them are treated equally.
Team building: The leaders have skills to encourage employees to work together, which help
them to complete work on time without any delays. The leader should also ask for employee’s
opinion regarding the departmental functions and process to make them feel valued (McQuerrey,
2016).
2.2 Differences between leadership and management
The leadership and management differences can be understand by following table:
Leadership Management
Definition It means a person’s capability Management includes
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to motivate, influence and
enable others for contributing
in organisation success and
effectiveness.
controlling and directing a
group of people to harmonise
and coordinate them towards
the business goals attainment.
Personality styles Leaders are mercurial and
brilliant with a great level of
charisma. They are
comfortable in taking risks
and have a great level of
imagination
(UNDERSTANDING THE
DIFFERENCES:
LEADERSHIP VS.
MANAGEMENT, 2016).
The managers are tend to be
rational and problem solvers.
They concentrate on
structures, goals, resources
availability and personnel.
The personalities of managers
lean towards strong will,
persistence, intelligence and
analysis.
Focus Leading human resource Work management
Orientation Oriented towards people Task oriented
Outcomes Achievement Results
Approach to tasks Look at issues simply and
devise creative and new
solutions. By utilising their
commitment and charisma,
they motivate, excite and
focus people to solve work
issues and excel.
Develop policies, methods
and strategies to develop
ideas and teams that combine
to smoothly operate.
Moreover, they empower
individuals by soliciting their
values, principles and views.
They believe that such
combination lessens innate
risk and enhance success.
Approach to risk Risk-taking Risk-averse
Role in making decision Facilitative Involved
Styles Participative, consultative and
transformational
Authoritative, dictatorial,
autocratic, transactional,
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democratic and consultative
Power through Influence and charisma Position and formal authority
Organisation They have followers They have subordinates
Appeal to Heart Head
2.3 Different leadership styles for different situations
PM Company often faced mixed critical situations in their recruitment and selection
procedure. A great pattern of leadership is always needed in the organisation for managing and
controlling distinct uncertain conditions that it encounter at varied stages of the recruitment
process. For instance, people involved in developing plans and deciding objectives may have
different views on a particular topic. Hence, experienced people who are aware about the
complexities and have ability to fight with them is important in the recruitment process. Due to
this, to achieve the decided targets, visionary leadership style is most applicable to the uncertain
situations of recruitment (Noe, 2010).
While following the leader’s guidance and path, conflicts occurs within individuals in
decision making, specifically when they put their views. Equality practices should be adopted
and all members should equally contribute in the recruitment activities that can be facilitated
through democratic leadership application in a company (Northouse, 2015).
2.4 Ways to motivate staffs
There are different approaches can be adopted by HR manager of PM company to motivate
its employees for attaining organisation objectives, such as two factor theory, Maslow’s need
hierarchy theory and X & Y theory. The company should employ Maslow need hierarchy theory
for motivating its staffs to achieve business goals (Raines, 2016). The following are some
manners in which the particular theory can be executed at the workplace:
Reasonable payment – The Company should ensure the payment of reasonable salary to all
employees. It is because money is the main motivator of employees and fulfils their both
physical and psychological needs (VanPutten, 2007).
Treat everyone with respect – The culture of valuing people and treating them with respect
contributes in increasing the employee’s engagement level in the organisation. Moreover, by
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receiving respect and value, individuals are able to meet their social and self-esteem needs
(Ulrich, 2013).
In addition to above, the following motivation techniques should be adopted by PM Company to
improve work spirits of employees:
 Training – Training in relation to responsibilities management must be provided to
employees for motivating them for the objectives attainment.
 Incentives, rewards and targets – The best manner of improving employee’s performance is
to decide targets and give them fair rewards and incentives to achieve the same.
 Team building – The business games and activities related to team building can support the
company in understanding requirements of every members and address them adequately to
improve their performances (WALTERS, 2016).
TASK 3
3.1 Benefits of team working for PM Company and review the effectiveness of team in achieving
goals
Teamwork is referred to performing together to enhance profits and attain common
objectives. Also, quality output is ensured by working and heading towards business objectives
in a team. PM Company provides adequate training to employees to conduct teamwork for
achieving common goals. This supports employees in solving their issues by making discussion
and sharing concerns with peers and colleagues in a group. Moreover, the company can attain
several advantages like less workplace conflicts, timely completion of projects and better
performance, etc. by making employees perform in teams (West, 2012). Also, the below are
some manners in which teamwork can add to the PM company success:
Efficiency growth – A significant method of improving organisation efficiency is teamwork. It
supports in quick completion of tasks with effectiveness by lessening the overloads of
employees. Teamwork supports individuals in sharing ideas in varied sectors, which supports the
organisation in saving money while remain competitive in the market (Wilson, 2005).
Better outcomes – Teamwork in PM Company can result in better outcomes, as it can bring more
resources to fight against any challenge and lessen the risk of poor contributions by individuals.
For instance, teamwork is associated with delivery of courier on time.
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Mutual support – When individuals perform their work together than are supportive to each
other. Mutual support can encourage them to attain objectives, which they might not be able to
reach individually (Asquith and Scott, 2007).
Sense of accomplishment – While working in a team, members achieve great sense of
accomplishment than what they may feel at the time working individually.
Better ideas – An effective team is made up of members belonging from diverse background.
When they apply their distinct skills on solving a particular issue than come up with more
productive solutions (Bakker and Demerouti, 2008).
3.2 Demonstrate how you would resolve the conflicts in teamwork
The overall work in a team is delegated to all members on the basis of their skills and
capacity. When an adequate tasks allocation is done than productive outcomes can be attained.
Also, it would support PM Company in delivering customer services and courier on definite time
period. The leaders should also position employees smartly in areas where they significantly
required and can be adjusted (Behfar and et.al., 2008). The failure and success of a group is
based highly on leader’s ability of resolving conflicts aroused at the place of work. As a team
leader, I would require to ensure that team members are on right track and for that purpose, I will
do the following:
1. Develop a contract within members of a team by stating them team rules;
2. Hold a debriefing team/meeting intervention as well as discuss how regular work conflicts
can be avoided;
3. Celebrate achievements with team members (Choi, 2002).
Besides above, as a team member I will undertake following things to reduce the workplace
conflicts:
 Concentrate on what can be done, rather than focusing on what is infeasible to done;
 Encourage distinct view points and honest dialogue;
 Express feelings in a manner that does not blame;
 Listen and understand others view point as well before giving own views;
 Solve issues while developing healthy relations;
 Show respect to views of others (Eagly, Johannesen-Schmidt and Van Engen, 2003).
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3.3 Effectiveness of team in achieving goals
Team’s effectiveness are made up of individuals who have necessary skills to achieve their
objectives. Everyone brings their own knowledge and views to the group. They involve in an
open communication by using an approach of active responding and listening. Moreover, goals
in an effective team are realistic and reasonable as well as have an exact deadline for its
achievement. The individuals divide tasks, so that no one is overwhelmed by their responsibility
(Hinds and Mortensen, 2005). Every entity is responsible to accomplish goals as well as are
encouraged to perform well. Also, in an effective teamwork, individuals know and understand
achievements of each other. In such teams, co-workers support and trust one another. Therefore,
effective teamwork for PM Company can bring ultimate competitive edge that can deliver
excellent outcomes (Klibi and Oussii, 2013).
Due to this, for enhancing team effectiveness, there are several attributes that should be
communicated by leader to their members. Before initiating group task, the organisation should
make all employees understand about the given task clearly. A deliverable should be assigned by
leader and by reaching that successfully, the particular person is required to again report to
his/her supervisor. They should be taught about working skills in a team. One adequate manner
is to arrange discussions within group members. Moreover, a cohesive group should be
developed by PM Company and they must be allowed to exchange their ideas and views each
other to achieve common business goals (Miles and Sadler-Smith, 2014).
TASK 4
4.1 Factors involved in planning the monitoring and assessment of work performance in PM
Company
Following are factors that involve in work performance monitoring and assessment:
Planning – It is generally performed by top executives and senior managers. They should also
plan targets and tasks in a manner that encourage employees to undertake their activities
effectively.
Monitoring – The whole business process of PM Company should be monitored by senior
managers. The employee’s performance should be measured by regular and timely monitoring.
After that, managers should provide feedback on employees work performance (Oldham and
Hackman, 2010).
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Development – The target of managers should be the complete development of employees by
providing those tasks that are suitable with their skills and talents. Moreover, they should be
regularly provided with novel opportunities.
Assessing – The leaders must evaluate the effectiveness of work accomplished by employees. It
is significant, as it supports in analysing employees progress by keeping records that supports
further in making comparison with set targets. If such targets are not achieved than company can
take necessary steps (Saks, 2006).
Rewarding – It comprises appreciating staffs for their contribution and engagement. It can be
done by offering incentives, certificates, bonus, etc. to employees for their adequate support and
involvement in achieving organisational objectives.
4.2 Plan and develop assessment of development needs of individuals at PM Company
The employee’s development needs assessment can be done on the basis of following steps:
Re value of employee’s job description – Skills of individual group member and job assigned to
them should be assessed by leader and then compare.
Organise meeting – Meetings on regular basis must be arranged to make open discussion with
managers and employees. Employees in such meetings should discuss their development needs
with managers to get adequate support in their career growth.
Performance assessment – Leaders should maintain a proper control on regular performances of
team (Salanova, Agut and Peiró, 2005).
Gather additional information – Additional data about development need of individuals must be
collected from their previous colleagues, supervisors, etc.
Analyse from above and keep record – Through the above assessment, a record should be
maintained by managers and tally it with other information to plan a valuable program of
employees development.
Take action – At last, adequate action should be taken by HR manager of PM Company to work
on completing the development needs of their employees (Tjosvold, 2008).
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4.3 Evaluate the success of the assessment process
To be successful in the overall process of assessment, the HR manager of PM Company
must organise training programs for their staffs on regular basis. Such training would support
them in taking knowledge about more advanced and novel working methods. This will add
employees in putting best in the organisation success (Zellmer-Bruhn and Gibson, 2006). Also,
open discussion is appropriate for both senior executives and employees to assess the company’s
overall performance along with the individual staff performance. Moreover, business events and
seminars can be organised by PM Company in which outsider and business professionals are
called to share their creative ideas and knowledge with employees. In addition to this,
employee’s survey and end results assessment should be an important part of the whole process.
Hence, the given process will support company to successfully grow in their sector by reaching
the level of synergy (Vaccaro and et.al., 2012).
CONCLUSION
It can be concluded that to select or make short listing of potential candidate in a company,
an adequate document containing job description and person specification should be approved by
the authority. The advertisement related to new vacancy in the market should be only published
after receiving the approval from organisation authority. Also, a proficient leader is needed to
evaluate employee’s performance and ability as well as reward them to improve their abilities.
The HR manager should also set an example in the type of motivation and encourage individuals
to perform at their best level to generate best outcomes for the organisation. Hence, it can be said
that productive results can be attained by company with the ongoing performance evaluation of
its management and employees.
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