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

This report delves into the multifaceted world of management, exploring various management styles, leadership characteristics, and the communication process within organizations. It utilizes the case study of TUI, a leading tour operator in the UK, to analyze the practical application of these concepts. The report further examines the importance of personal and managerial skills in career development, providing a comprehensive SWOT analysis and a detailed career development plan. This document serves as a valuable resource for aspiring managers seeking to enhance their understanding of effective management practices and navigate their career paths.

THE DEVELOPING MANAGER

TABLE OF CONTENTS
Introduction..................................................................................................................................................1
TASK 1........................................................................................................................................................2
1.1 Compare different management styles that is observed in the organisation.....................................2
1.2 Discuss leadership characteristics of senior managers......................................................................3
1.3 Evaluate the communication process and analyze organizational culture as well as the process of
change taking place in organization........................................................................................................4
TASK 2........................................................................................................................................................7
2.1 Own management skills and performance as perspective manager of TUI......................................7
2.2 Analyze own strengths, weaknesses, opportunities and threats........................................................7
2.3 Set and prioritize objectives and targets to develop your own potentials..........................................8
TASK 3........................................................................................................................................................9
3.1 Lead and motivate a team to achieve an agreed goal and objectives................................................9
3.2 Justify the managerial decisions you would make to support the agreed goals and objectives and
recommendations for improvements.....................................................................................................11
TASK 4......................................................................................................................................................13
4.1 Explain how your own managerial and personal skills will support career development and set the
agenda for future....................................................................................................................................13
4.2 Review career and personal development needs, current performance and future needs to produce
a development plan with career goals and objectives............................................................................13
Conclusion.................................................................................................................................................16
References..................................................................................................................................................17

LIST OF FIGURES
Figure 1: Communication process of TUI...................................................................................................4
Figure 2: TUI organisation chart.................................................................................................................5
Figure 3: Factors influencing change..........................................................................................................6
Figure 4: Maslow motivational theory......................................................................................................10
Figure 5: Herzberg theory of motivation...................................................................................................11
Figure 6: Career development plan............................................................................................................14

LIST OF TABLES
Table 1: Different Management styles........................................................................................................2
Table 2: SWOT analysis..............................................................................................................................7

Introduction
Development of management is the procedure by which capable managers create their managerial
potentials on current situations, issues and people. It largely based on imparting understanding and
knowledge instead of skills and thus it is more educational procedure in developing the manager’s
future. In the current study, the case of TUI is taken which is leading tour operator of UK that gives
every type of tourism facilities to the customers. As the organization include large employee workforce
the role of managers and leaders are very crucial that will be reviewed in the report. The various
managerial skills, styles, motivational factors, SWOT analysis, performance evaluation, communication
process, career development plan for the individual’s will be analysed and reviewed in the report, with
the use of various examination of concepts, approaches and techniques.
1

TASK 1
1.1 Compare different management styles that is observed in the organisation
Management is the procedure of managing and designing the surroundings in which people working
together in teams so as to meet the targeted objectives of the organisation. To meet the function of
management such as planning, organising, directing, staffing and controlling; TUI needs to use the two
management styles such as Autocratic and permissive. Further, these styles are sub divided which are to
be listed below:-
Autocratic management style: In this management style, manager’s in TUI makes the decisions without
including employee’s and its decision making relates to performance management (Boella, 2017).
Permissive management style: It is style in which manager enables subordinates to take part in decision
making. In this manager, gives flexibility to the employee’s to complete their daily tasks.
Autocratic and permissive style can be collaborated with democratic and directive. Democratic style in
which executive are allowed taking part in decision making and in directive style, subordinates are
actually told what has to be done. Moreover, prior to use of the relevant management style, it is
suggested to the TUI to have look on the collaborated styles:-
 In directive democrat management, employees are supervised closely and in decision making
employee participation is also done.
 In directive autocrat management, employees are supervised closely and employees are not
allowed in decision making that means unilateral decision by managers are done.
 In permissive democrat management, employees are given flexibility in carrying out their job
operations and participate in decision making (Styles et.al. 2015).
 In permissive autocrat management, employees are given flexibility in carrying out their job
operations but they are not involved in decision making and only manager’s makes decisions.
These management styles are further sub divided into democratic, persuasive and laissez faire.
Table 1: Different Management styles
Democratic management style Persuasive management style Laissez faire management style
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 Employees participation
in decision making
 Superior communication
between managers and
subordinates
 Streamlined and managed
decision making
 Employees more job
satisfaction and loyalty.
 It is like autocratic
management style
 Manager make decisions
but they ensure to spend
the time with sub
ordinates.
 In this, decisions are
made to so as to
understand the benefits
for the employees.
 This type of managers
does not include
employees but they
essentially pay attention
to the sub ordinates
(Tavitiyaman et.al.
2014).
 This style more appears
like mentor in
comparison with
manager.
 In this style, manager
move back to give the
complete chance to the
employee for the
business operations from
which creativity can be
explored.
Moreover, based on the situation management style must be chosen. A good manager can adjust the
style that fulfils the need of employees so that TUI also meets the success criteria.
1.2 Discuss leadership characteristics of senior managers
TUI leader must have various characteristics to lead the team and meet the objectives that are described
below:-
Intelligence: The leader must be intelligent enough and have strong oral communication ability,
reasoning power along with perceptual capabilities as well. Moreover, it is essential to check IQ of
leader so that no situation of counterproductive arises (Rothaermel, 2015).
Self confidence: It is the capability to be particular about skills and competencies. Leader must have self
esteem sense so that it attracts others working in TUI.
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Integrity: Leader must be honest and trust worthy. They must also follow good sense of fundamentals
and has duty to take the responsibility. Leaders with strong integrity will in TUI encourage and brings
confidence.
Determination: Leader in TUI must always show their desire for work to be completed. It can be
achieved through initiative, persistency, dominance and drive towards the workforce. If this trait is
present in leaders, they will be more proactive and has the potential to face any type of situation
(Johnston and Marshall, 2016).
Sociability: To create the social relationship is also an important trait in leader so that job operations can
be met. Leaders more social will be diplomatic, courteous and friendly as well.
In addition, leaders working in TUI must also have technical, human and conceptual skills as well.
1.3 Evaluate the communication process and analyze organizational culture as well as the process of
change taking place in organization
Communication is the procedure of transformation of information, ideas, emotions and opinion by
applying speech or body language. Its process includes sender and receiver (Schoeneborn and Vásquez,
2017). The below diagram will show the communication process of TUI:-
4

Figure 1: Communication process of TUI
(Source: Communication process, 2018)
Thus, it is clear that information related to any subject (change in payment systems) is transferred from
sender in between channel (finance department), medium (emails) are involved which transfer the
information to the receiver and after analyzing the receiver will give the feedback on the same using the
same process (Certo, 2018).
To evaluate the TUI culture, it is necessary to analyze the business visions and values along with the
organization chart that are as follows:-
Vision and values:
 The organization vision is to spread the smiles across the nation that includes both employee and
customer’s satisfactions.
 The vision can be achieved through together winning (team work and collaboration), freedom to
shine (learns, shine and grow) and pushing boundaries (serving new ways to feel satisfied to the
customers).
Organization chart of TUI:
Figure 2: TUI organisation chart
(Source: Author)
5

From the above diagram, the culture of the TUI is reflected that each business operation is carried out
according to the relevant departments. The formal communication and standard culture is used so as to
have greater business efficiency and consistency with meeting customer satisfaction (Harper, 2015).
Currently, TUI is required to make the changes so that the objectives and vision of the organizations are
met. There are various factors that show the requirement of bringing the changes in TUI:
Figure 3: Factors influencing change
(Source: Author)
The above in one or the way impact the business growth and productivity. As TUI is the big
organization operating across, it has to maximize its size which is not physically possible but the same
change can be done through internet using global online channels to meet the demands of customers
globally. In this context, culture and leadership styles would also be changes such as employee’s
suggestions must be taken using democratic management and leadership style; their behavior can be
analyzed with this as well (Alvesson and Sveningsson, 2015).
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Moreover, going globally through online networking also needs more skilled and qualified IT technical
to manage the entire changes as well. Hence, change in one factor will bring the changes in rest of the
factors along with in TUI.
TASK 2
2.1 Own management skills and performance as perspective manager of TUI
In the TUI organization, manager needs to perform following skills so that employees and sub-ordinates
trust can be gain and they work as the part of the management. There are basically four types of
managerial skills that perspective manager will perform in bringing the changes are as follows:-
Conceptual skills: In this case, manager has to capability to analyze and evaluate the situation and then
determine the cause and effect relationship in bringing the needed change in TUI. For instance: manager
needs to evaluate the change requirement and then identify what would the impact and how it is
beneficial to entire TUI (Kerzner and Kerzner, 2017).
Technical skills: The managers must have skill of particular job knowledge to carry out the needed
changes. For instance: TUI manager should have knowledge of using the internet platform to capture
global customers.
Human skills: The manager must also have the capability to understand, supervise, lead and manage the
employee’s behavior for bringing the required change. For instance: motivating employees to accept the
new beneficial change (Katzenbach and Smith, 2015).
Environment skills: In bringing the beneficial change, manager must be responsive and sensitive to both
the internal and external factors. For instance: In this case, they must use the SWOT analysis.
All the skills of the managers can be increased only through standard training, practice and reading.
2.2 Analyze own strengths, weaknesses, opportunities and threats
As perspective manager, individual SWOT analysis is as follows in context with TUI:-
Table 2: SWOT analysis
Strengths
 Outstanding communication skills
Weaknesses
 Lack of punctuality and time management
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 Well knowledge
 Work ethics and follows in its management
as well (Grant, 2016)
 Great leader and motivator
 Starter and strong team player
 Problem solver and assertive
 Unable to cope with stress
 Hesitate in taking the start
 Poor formal writing skills
Opportunities
 Promotions and enhanced education that
gives higher qualifications
 Career programs participation
Threats
 Recession in jobs due to inflation or
currency fluctuation or anything
 Competition threat
 Unemployment (Birkinshaw et.al. 2016)
2.3 Set and prioritize objectives and targets to develop your own potentials
For developing own capabilities and skills, it is necessary for the TUI perspective manager to set out the
objectives according to the priorities that are listed below:-
 The manager should identify the learning opportunities related to the work that includes
reflection and practice, analyzing other colleagues (learning new technique of research), teaching
and learning, team working, inviting and attending the meetings with taking responsibility of
chairing and last participating in conferences (Engert and Baumgartner, 2016).
 They must have skills of work shadowing that means an approach for the manager to have an
insight into the working operations which importantly relates to information interviews.
 The must have information interview skills that relates to work structured types to support in job
decision making.
 Must have mentoring skills that means mentoring to junior colleagues or new candidates
 Part time job skill so that in emergency it is to be performed (Kobayashi, 2018).
8

TASK 3
3.1 Lead and motivate a team to achieve an agreed goal and objectives
In leading and motivating an agenda must be set that includes aims and objectives, ideas, strategies,
decision making and setting priority actions set in above task in respect of carrying out the needed
results. A real manager in TUI will communicate the information and related paperwork along with
planning, decision making and controlling. The manager or leader will also assure the management of
human resource and networking which includes socializing and motivating. To meet the goals and
objectives the manager has to consider the demand, choices and constraints (Katzenbach and Smith,
2015). Demand refers to meeting the needs of the employees, considering internal and external
constraints and activities that the employees can carry out.
In leading and motivating, the role of leader is also important. The leader has to motivate the team
members by using the motivational theories and considering their health, safety and facilities along with
recognition and enthusiasm in them. The two most common motivational theories are Maslow’s
motivational theory and Herzberg theory of motivation that is explained below:-
Maslow motivation theory: It work in hierarchy that starts from physiological needs following safety
needs, social needs, self esteem need and self actualization needs of the team members. Satisfaction of
the team members are achieved by first targeting physiological need that includes thirst and livelihood at
foremost (Cameron and Green, 2015).
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Figure 4: Maslow motivational theory
(Source: Saul McLeod, 2017)
Herzberg theory of motivation: This theory is divided into two factors that are motivating and hygienic
factor. Motivator factor include recognition, growth, promotion, status, opportunities and many more
while hygienic factor include job security, facilities, salaries and other benefits along with work life
balance (Levi, 2015). Both the factors will be met by the leader or manager of TUI when the employees
will be highly satisfied, motivated and committed towards their jobs.
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Figure 5: Herzberg theory of motivation
(Source: Pinterest, 2018)
3.2 Justify the managerial decisions you would make to support the agreed goals and objectives and
recommendations for improvements
For making changes in TUI and to meet the goals and objectives, it is necessary that managers in
making decisions needs to apply the decision making approach and problem solving technique in
support. Decision making approach includes problem identification, situational analysis, alternatives
evaluation, decision making and post decision evaluation. In this approach, managers of TUI have work
according to the following steps designed in the approach that are as follows:-
 Define and give clarification of the issue (i.e. what is change and why it is needed)
 Collect all the facts and analyze their causes (after need identification for change, benefits that
support the change together with the results it reflects)
 Positive options and solutions must be imagined (more targeted customers by improving
networking on internet)
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 Consider and compare the pros and cons of every alternative to meet final desired outcome and
in this consultation must be taken (Romiszowski, 2016).
 Choose the best alternative that avoid ambiguity (networking medium)
 Describe the decision taken by manager and its impacts to assure about correct and effective
execution.
Moreover, manager’s decision making also influences the factors such as cultural, social, psychological
and personal factors as well. Thus, decision related to involve shall consider cultural factor that involves
customs, beliefs and values; personal factor such as age, lifestyle and economic circumstances and
psychological factors such as learning, attitudes, motivations and beliefs of the employees.
On the other side, the problem solving technique is also supportive in making managerial decisions to
meet the improvements and changes in TUI. This technique is the procedure that supports in dealing
with the issues and changes needed. Currently, TUI faces the situation of going internationally by
physical channels and the solution is internet medium networking. In this context, the Problem solving
techniques is used in sequence:
 Problem identification (Posavac, 2015)
 Problem analysis
 Research
 Brainstorm the various alternatives
 Imagine creatively and logically
 Hypothesis formation
 Best option selection
 Bargain likely shortfalls
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TASK 4
4.1 Explain how your own managerial and personal skills will support career development and set the
agenda for future
In the organization to manage the human resources as well as other resources, it is necessary that
managers should have both personal and managerial skill that will support in their own career
development. The below is the skills presented:-
Interpersonal skills: If I want to lead the team I have to first learn to have respect for the subordinates
and people under them. In this, know the entire team members on personal and professional level both
by displaying social activities. With this I will show my managerial qualities which will support in my
career development and brings more opportunities (Al Ariss et.al. 2014).
Communication and motivation skills: effective leader or manager must have good communication
skills that include oral, written and listening skill as well. While motivating the employees are the
foremost jobs of the managers. Thus in this context I need to have strong communication, emotional and
being personalized with the team member to achieve managerial objectives and support in career
development as well.
Moreover, Organization and delegation, forward planning, strategic thinking, Commercial awareness
Problem solving and decision making and Mentoring is also the necessary managerial skills that raises
the performance of mine by working in the same and new organization in future (Albrecht et.al. 2015).
Personal skills such as attractive personality, being family person, good behavior and attitude towards
the seniors and juniors as well also contribute in personal growth and development as being manager.
4.2 Review career and personal development needs, current performance and future needs to produce a
development plan with career goals and objectives
To meet the current needs, performances and future needs, it is necessary to develop the career plan that
support in meeting goals and objective as well of being manager in TUI. The plan includes four steps
that are described below:-
13

Figure 6: Career development plan
(Source: Author)
Set objectives: In this goal must be specific, relevant and most important it is motivating. As manager I
need to answer the several questions listed below:
 What I want to achieve? What is my professional objective?
 Why I want to meet the professional objective and why it is important for me?
 What difference it will bring in my personality by achieving the objective?
 Whether it will support me in making future career? (Cottrell, 2015)
 How I know that I meet my objectives?
 How I look the success and the career when I meet the objective?
Assessing current position: In this step on account of moving toward the objective it is crucial to have
understanding on several questions as it supports me in knowing the assessment of actual current
position of mine:-
 Where I am now?
 What are my current skills, expertise areas and competencies?
 What are my strengths and where I do well?
 Which areas I consider that needs improvement?
 What skills and knowledge I still require to meet the future objectives?
Reviewing options: After having clear identification of my objective I will review the various alternative
options by determining the benefits and limitation in each option:
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 Which skills and knowledge I want to develop?
 Which knowledge you think can give immediate win and which will take more time in
accomplishing?
 Where I will look for incremental ways of developing my new skills? (Woolnough and Fielden,
2017)
Creating the action plan: The final stage relate to putting altogether, the career plan by securing the
actions actually I will take by making sure SMART objective is been met.
 What personal steps I need to take to meet the objective?
 How I will track by progress?
 What barriers will be faced by me in the tracking?
 How I will overcome the same?
 Lastly, how I will celebrate my success of meeting the objective?
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Conclusion
In the current study, the report had discussed the four main heads that includes principles and practices
of management behavior, review own potential as prospective manager, managerial skills in business
required to manager and finally, the career development plan for the employment of individual in
organization. It had reviewed, evaluated and analyzed the needed approaches, techniques, concepts
characteristics of the leader and managers by considering TUI organization.
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