Developing Manager: A Comprehensive Guide to Management Skills and Career Development

This report explores the essential aspects of management development, encompassing various management styles, leadership characteristics, communication processes, and organizational culture and change. It delves into the importance of self-assessment, SWOT analysis, and objective setting for personal and professional growth. The report also examines the role of a developing manager in leading and motivating teams, making informed decisions, and creating a development plan for career advancement.

The Developing Manager

TABLE OF CONTENTS
Introduction..................................................................................................................................................1
Task 1...........................................................................................................................................................2
1.1 Compare different management styles..............................................................................................2
1.2 Discuss leadership characteristics......................................................................................................3
1.3 Evaluate communication processes in selected businesses...............................................................3
1.4 Analyze organizational culture and change in selected businesses...................................................5
Task 2...........................................................................................................................................................6
2.1 Assess own management skills performance....................................................................................6
2.2 Analyze personal strengths, weaknesses, opportunities and threats..................................................7
2.3 Set and prioritize objectives and targets to develop own potential...................................................8
TASK 3......................................................................................................................................................10
3.1 Lead and motivate a team to achieve an agreed goal or objective..................................................10
3.2 Justify managerial decisions made to support achievement of agreed goal or objective and
recommendations for improvements.....................................................................................................10
TASK 4......................................................................................................................................................12
4.1 Explain how own managerial and personal skills will support career development.......................12
4.2 Review career and personal development needs, current performance and future needs to produce
development plan...................................................................................................................................13
Conclusion.................................................................................................................................................14
References..................................................................................................................................................15

LIST OF FIGURES
Figure 1: Use of communication process in Thomas Cook.........................................................................4
Figure 2: Own management skills performance..........................................................................................6
Figure 3: SWOT analysis of individual.......................................................................................................7
Figure 4: Factors meeting goals and objectives.........................................................................................10
Figure 5: Career development skills..........................................................................................................12

LIST OF TABLES
Table 1: Smart objective plan......................................................................................................................8
Table 2: Development plan........................................................................................................................13

Introduction
Management development is important to the business to carry out the competitive advantage and
development growth altogether. A good manager needs to include the areas of leadership style, training
and employees development along with the cultural and social development. The study will compare
different management styles, leadership characteristics, and communication process and management
cultural change. Performance management style, SWOT analysis and priority setting will also for the
individual will be given in the report. The study will also show managerial skills within the business and
able to develop the career development plan for employment in businesses.
1

Task 1
1.1 Compare different management styles
The TT (travel and tourism) sector of the UK is enhancing at the rapid scale that positively influence the
nation’s GDP. In travel industry, there is various organizations functioning but in the current task,
Thomas Cook and Trailfinders is taken which ensures effective quality services to the travelers with
managing the useful procedure related to resource management. Both the organizations management
uses the different management styles to create and develop the services and products using the desires
and expectations of the market (Rahim, 2017). For meeting the expectations, organizations also have to
provide the training to the staff so that optimum utilizations of resources can be done. The below
presented is the management styles that both the organizations uses to achieve the aims, objectives,
perspectives and staff supports are as follows:-
Thomas Cook: This organization is known for giving the greater quality in travel and tourism services
and in this purpose the management and role of staff is quite important to manage the usefulness in
development and design of the services. As per the analysis, it is reviewed that top managers uses the
active style of management for managing and running the operations and participating with the
employees. By implementing this management style, the organization is concentrating on the basic
needs, self actualization and psychological needs that directly support them in motivation and improving
the performance (Amanchukwu et.al. 2015). Further, Thomas Cook this management style also collects
the staff feedbacks for planning and improving the activities for achieving the high standards determine
by the industry for the individuals. Staff motivation is raised and profits are highly increased in this
management style.
Trailfinders: Trailfinders is also the effective brand in TT sector as this provides more services to the
customers. In respect of managing the products and service quality, the consultative management style is
being used by the top management. As per this style, the manager role is to identify the resources and
needs along with offering them training and motivation to meet the expectations (Brewster, 2017). The
information is collected by the management and staff member views and the plan development is done
for delivering and designing the services. It is the conceptual procedure of analyzing the targets and
identifying the benchmarks that needs meeting of the needs and value to provide service quality.
2

Further, this style also supports the management in two way communication and hierarchal structure of
allocating responsibilities to the management and staff members by reviewing capabilities and potentials
as well.
1.2 Discuss leadership characteristics
Thomas Cook uses autocratic leadership style while Trailfinders uses participative leadership style. In
TT sector, the autocratic leadership enable to carry out the decisions without any participation of others.
The leader has the right to take the decisions freely and also has the control authority for their team as
well. Organization uses this leadership style when employees needs close attention and they are just like
the engines of the machines which move them under their instructions (Prosser, 2016). For instance: the
Thomas Cook manager has the authority to carry out all the decisions related to finance, judicial and
marketing as well. If the Thomas Cook, CEO makes decisions related to the organizational procedure
that starts from policies of employees and ends on the budgets they has the authority to make the same.
Thus it involves quick decision making due to the fact very less people are involved in making the
decisions. Further at few times, organization has to face task related situations so that autocratic leaders
carry their work more usefully for the group interest so that concentration on the job can be done.
Organization also requires participative leaders as well as this leadership values the input of entire team
members but the conclusive authority of making the decision is with the participative leader. In the
organization, the role of this type of leaders is to boost the co-workers morale as they play efficient role
in meeting the task (Prabhakar and Yaseen, 2016). Whenever Thomas Cook needs to amend any
changes very easily the participative leadership style supports the employees as well. Various types of
leadership styles carry the job in work environment and with that it has advantages and disadvantages as
well. The culture and objective of the organization identify the best fits for leadership adoption. Based
on the tasks necessity for completion and needs of departments few of the organizations offers various
leadership styles in the enterprises.
1.3 Evaluate communication processes in selected businesses
For TT sector, communication plays the crucial role to manage the services flows and activities planning
as per the trends and conditions needs at distinct level. It is the basic procedure of sharing among staff
and management for serving the information and feedback collection from the employees to determine
the issues and making amendments in strategies of business. As per the analysis, the top management of
3

the Thomas Cook is applying the following communicating procedure to interact and manage the data to
keep the update for the staff:-
Figure 1: Use of communication process in Thomas Cook
(Source: Author, 2018)
Written: It is the old procedure of information sharing with the members of the organization. The
Thomas Cook management is applying the written communication that includes notice, newsletters and
letter heads for various levels such as top, middle and lower level (Cooper, 2015). For instance: Thomas
Cook is sharing general information using newsletters and notices to every level of management. Thus,
it is useful communication procedure but it takes lots of time and money for information offering.
Emails: In the present scenario, it is the most common method of communication and serving the details
to the employees at distinct levels of organization. It is used in the organization for passing the
knowledge and guidance to the employees. It is upward communication procedure that will have
positive influence on the communication method of TT organization. With this procedure, management
is serving in detail data to particular staff for resource management and operations as per the culture and
purposes of the Thomas Cook is looking to meet.
4
WrittenEmailsMeetings

Meetings: This method is also used by Thomas Cook for developing and maintaining the information
with the members of the staff. It is the formal line of communication which is useful with respect to
actual time responses of the employees for specific project and practices of management (Binder, 2016).
The organization is also applying this method for having communication with the supervisors of various
departments to serve them guideline related to environment of working, motivating the staff, resource
allocation and performance evaluation.
1.4 Analyze organizational culture and change in selected businesses
Thomas Cook is giant organization that gives the services across the nation as per the needs and trends
of specific areas. For activities management and making of decision for the organization, it has executed
the hierarchical structure for distribution of resources and feedback collection from authority delegation.
This type of structure is supporting the organization to manage the professional approach in operations
along with giving TT services. Irrespective of this, the organization culture is dependent on the target
group of customers and locations which are supporting to influence the customers and staff to link with
the organization and help them in maintaining and service update (Lozano, 2015). Thomas Cook has
framed friendly environment and supportive culture for the department’s level that supports them to gain
the assistance from the staff members and then perform the activities in professional way. For instance:
the top management of Thomas Cook is offering the important assistance and guideline for the
employees that motivate the staff according to the status along with laws and regulations given by the
management. Good relationship, competitive environment of working and coordination in the staff is the
strength of organization that maintains the culture as well.
There are several elements that pressurize the organization to formulate the modification in culture and
continuous procedure. This factor involves economic and demographic which has direct influence on
cultural procedure (Bolman and Deal, 2017). In the business, employees are said to take the duty for
increasing the risk taking capabilities. It is also been analyzed that CEO has developed the particular
culture along with the beliefs and values among the staff to have positive environment. The condition of
economies and cost of operational activities will also have positive influence on the activities of culture.
5

Task 2
2.1 Assess own management skills performance
There are several skills that manager needs to have effective performance in Clayton Crown Hotel
London:-
Figure 2: Own management skills performance
(Source: Author, 2018)
Management skills: As I working assistant manager, I need to have the management skills to raise and
develop my efficiency towards the business. Management skills support me to move the organization
towards the one particular objective which is success of the business (Bolden, 2016). This will also help
me in future to become the general manager of the Clayton Crown Hotel London.
Communication skills: It is said that a great communicator must always be present in the organization
so that correct messages are transferred from one level to other. This role is performed generally by the
managers. Thus, according to my role of assistant manager I should have good communication skills
which must be friendly enough with everyone.
6

Leadership skills: This skill supports me to assist the team members rather than commanding on them.
The leaders must be efficient enough that they must able to explain everything to the individual team
member (Katzenbach et.al. 2015). As the individual I need to have leadership skills as well as in the
absence of them I can also perform the same and motivate the staff to carry out the work.
Creative and cognitive skills: Managers are needed to be more innovative and creative so that
operations can be managed effectively. In carrying out the positivity in the organization effective culture
and performance is more efficient in raising the business possibilities. Along with that I also need to
have the effective training session with the colleague, be the problem solver, critical thinker and have
capability to make every type of decisions to raise efficiency at higher scale in the hotel.
Further, depends on the performance the approaches and capabilities are needed to be created for having
suitable outcomes (Cardy and Leonard, 2014). For achieving specific growth for the future, it is crucial
that hotel managers decide the priorities according to the set objectives.
2.2 Analyze personal strengths, weaknesses, opportunities and threats
The SWOT analysis for being the assistant manager of the hotel is as follows:-
Figure 3: SWOT analysis of individual
(Source: Author, 2018)
Strengths: A good leader, motivator, communicator that develops effective relationship at the
workplace. I am also quite supportive to the individuals so as to work together to meet every objective
of the organization. For being the developing manager I understand every aspect of the hotel
7

management in depth (Bull et.al. 2016). Cost reduction efforts and resource optimization is broadly
strengthen in me that shows the management skills.
Weaknesses: Low confidence sometimes in critical situations that shows my fewer initiatives, less
innovations and less cognitive in the business procedures. The other weakness is that I did not have good
time management skills that results into work delay.
Opportunities: I want to be progressive in field of management with enhancing the capabilities and
knowledge and it will also lead to future career development. The next opportunity for me is that in
future I can work in the multinational hotel across overseas and can manage the small team by being the
skilled manager in the future coming years (Bryson, 2018).
Threats: I have threat of competition with the colleagues as I have low confidence and this weakness of
me can be taken by my colleagues to move in front by me in the organizations. Lack in resources can
result into degrading of knowledge and capabilities. The next is incorrect listening is also the threat to
identify the suitable jobs in future.
2.3 Set and prioritize objectives and targets to develop own potential
The objectives and targets that supports in developing the managers and the objectives are as follows:-
 Based on the skills and knowledge, my goals of short term are based on skills development that
helps in threats and weaknesses overcoming.
 Medium term goals are based on the supervising the hotel small team that shows higher
qualifications and skills (Anderson, 2016).
 Long term objective is to be the highly skilled professional manager and developing the self
reflective to meet financial advantages.
SMART and action planning
Table 1: Smart objective plan
Goals Specific Measurable Achievable Relevant Time bound
Skills and
knowledge
development
Lacking areas Feedbacks Self learning and
creating
employability
Websites,
journals
6 months
8

skills
Small team
handling
Small team
management
Discussions with
organization
management
(Bjerke and
Renger, 2017.)
By handling
various business
situations
Professional
skills and self
learning
8 months
Becoming the
manager
As a manager Senior
management
communication
Higher efficiency
and productivity
Monitoring and
regular
controlling.
1 year
9

TASK 3
3.1 Lead and motivate a team to achieve an agreed goal or objective
In the given case, I am working at the Frankie & Benny's restaurant and I had given the duty to lead the
new restaurant in London, Stratford. In respect of managing the resources and activities planning it is
important to keep the team encouraged and participates in the structure and culture of the hotel to deliver the
service quality. It will also help in meeting the satisfaction of customer and organization objectives. In
respect of leading and motivating the team for the new restaurant I need to apply the following tasks:-
Figure 4: Factors meeting goals and objectives
(Source: Author, 2018)
Motivation: To meet the employees morale and motivated it is important that the staff remains motivated. In
respect of motivating the individual it is important to understand the desires and wants. In this respect I need
to use the Maslow’s theory of need hierarchy (Levi, 2015).
Team building: Knowledgeable team is very important for the hotel to set the benchmarking standards. So
for this I will consider the knowledge and skills of the individuals along with the experience to assign crucial
role for delivery and development.
3.2 Justify managerial decisions made to support achievement of agreed goal or objective and
recommendations for improvements
In respect of leading and running the restaurant I need to make various decisions to create the functional
and operational process effective. The decisions are as follows:-
10
MotivationTeambuilding

Strategic planning: Planning operational activities along with the roles and responsibilities are also
important by me to be performed (Kerzner and Kerzner, 2017). Communication, monitoring and service
delivery modes are also required to the considered and if any changes needed it should be done timely.
Relationship building: The relationship between the staff and management must be communicated and
maintained to finish the tasks in useful manners. In this I need to make the decisions that include
behavior understanding and team working value.
Recommendations: To bring the improvements tactic and processes for organization objective
meetings. The considering regarding customers wants and training to staffs must also be given. It is
being observed that management lacks in controlling and authority delegation that means it must also be
improved timely (Kerzner, 2018). Real time feedbacks must be collected and then plans must be
prepared to resolve the issues and encourage the product quality and services.
11

TASK 4
4.1 Explain how own managerial and personal skills will support career development
For developing the career, there are basically two types of skills which are as follows:-
Figure 5: Career development skills
(Source: Author, 2018)
Managerial skills: Some of the managerial skills are critical thinker, good communicator increasing
employee morale, lowering down workplace conflicts, handling the relationships etc must be in the
manager. In organization development, the knowledge gained must be applied at the workplace to raise
the employees and business efficiencies (Webb, 2017).
Personal skills: Good body gestures, positive attitude and thinker, risk taker and friendly are the
personal traits that must be in the individual’s and should be used every time. With this respect, I will
also consider taking initiatives for handling the team and proving employees conveniences. Hence,
positivity at workplace will enhance the efficiencies of the business and the employees as well.
12

4.2 Review career and personal development needs, current performance and future needs to produce
development plan
In respect of meeting the personal and professional objectives, I need to concentrates on the skills set
that are essential for performing the resource utilization and tasks. Further to achieve the greater position
at workplace, I have to make the improvements in the various skills (Cottrell, 2015). The listed below is
the career development plan that should be prepared in considering the performances and future
expectations as well:-
Table 2: Development plan
Objectives Timeline Actions to be taken
Communication 2 months It can be gained by joining the
classes of communication and
participating actively in the
presentations
Stress free performance 2 months Going for classes of mediation and
meeting the team support from the
members.
Time management skills Consistent learning Past activities review along with the
different course joining (Ballantyne
and Povah, 2017)
Team building skills 1 month To conduct the jobs in workplace
surroundings and improve sharing
with subordinates and peers.
Leadership 4 months Observing the lead individuals and
reviewing the online articles.
Issue management skills Consistent learning Learning from the people around in
the internal and external
environment.
13

Conclusion
In the current study, the report had focused on the development of the manager in different aspects of
organizations. It had given the principles and practices of the behavior of management that includes
management styles, leadership characteristics, communication processes and organizational change and
culture. For being the manager it is important that in the individual they must be capable enough to do
their own management skills performances, SWOT analysis and priority setting in consideration with
objectives. Leading the team to meet the goals by the individual’s is also discussed and
recommendations for improvements are also provided in meeting managerial decisions. Finally, the
report had created the career development plan for employment within the business.
14

References
Books and Journals
 Amanchukwu, R.N., Stanley, G.J. and Ololube, N.P., 2015. A review of leadership theories,
principles and styles and their relevance to educational management. Management, 5(1), pp.6-14.
 Anderson, D.L., 2016. Organization development: The process of leading organizational change.
Sage Publications.
 Ballantyne, I. and Povah, N., 2017. Assessment and development centres. Routledge.
 Binder, J., 2016. Global project management: communication, collaboration and management
across borders. Routledge.
 Bjerke, M.B. and Renger, R., 2017. Being smart about writing SMART objectives. Evaluation
and program planning, 61, pp.125-127.
 Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
 Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
 Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
 Bryson, J.M., 2018. Strategic planning for public and nonprofit organizations: A guide to
strengthening and sustaining organizational achievement. John Wiley & Sons.
 Bull, J.W., Jobstvogt, N., Böhnke-Henrichs, A., Mascarenhas, A., Sitas, N., Baulcomb, C.,
Lambini, C.K., Rawlins, M., Baral, H., Zähringer, J. and Carter-Silk, E., 2016. Strengths,
Weaknesses, Opportunities and Threats: A SWOT analysis of the ecosystem services
framework. Ecosystem services, 17, pp.99-111.
 Cardy, R. and Leonard, B., 2014. Performance Management: Concepts, Skills and Exercises:
Concepts, Skills and Exercises. Routledge.
 Cooper, R., 2015. Information, communication and organisation: a post-structural revision.
In For Robert Cooper(pp. 124-148). Routledge.
 Cottrell, S., 2015. Skills for success: Personal development and employability. Palgrave
Macmillan.
15

 Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
 Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
 Kerzner, H., 2018. Project management best practices: Achieving global excellence. John Wiley
& Sons.
 Levi, D., 2015. Group dynamics for teams. Sage Publications.
 Lozano, R., 2015. A holistic perspective on corporate sustainability drivers. Corporate Social
Responsibility and Environmental Management, 22(1), pp.32-44.
 Prabhakar, G.V. and Yaseen, A., 2016. Decision-making styles and leadership: evidences from
the UAE. International Journal of Management Development, 1(4), pp.287-306.
 Prosser, S., 2016. Effective People: Leadership and Organisation Development in Healthcare.
CRC Press.
 Rahim, M.A., 2017. Managing conflict in organizations. Routledge.
 Webb, S.P., 2017. Knowledge management: Linchpin of change. Routledge.
16