Effective Leadership & Management Practices

This assignment delves into the importance of leadership and management within organizations. It highlights the need for swift and sound decision-making processes and emphasizes the role of leaders in motivating employees to achieve organizational goals. The text draws upon various sources, including books, journals, and research papers, to provide insights into best practices in leading and managing people effectively.

WORKING WITH
AND
LEADING PEOPLE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Documentation to select and recruit new member of staff....................................................1
1.2 Impact of legal, regulatory and ethical consideration to recruitment and selection process. 3
1.3 Taking part in selection process............................................................................................3
1.4 Own contribution to the selection process.............................................................................4
2.1 Skills and attributes needed for leadership............................................................................4
2.2 Explain difference between leadership and management......................................................5
2.3 Compare leadership style for different situation...................................................................6
2.4 Ways to motivate staff to achieve objectives........................................................................7
TASK 2............................................................................................................................................8
3.1 Benefits of team working.......................................................................................................8
3.2 Importance of working in team as a leader and deal with any conflict situation..................9
3.3 Review effectiveness of team in achieving goals..................................................................9
4.1 Factors involved in planning the monitoring and assessment of work performance............9
4.2 Plan and deliver assessment of development needs of individual.......................................10
4.3 Evaluate success of assessment process..............................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
It is essential for every organisation that they should perform all operational activities in
perfect manner as it is necessary for hitting targets in most profitable manner. It is a duty of
leaders that they motivate their followers so that they could work in most efficient pattern
and should gain all objectives within certain period of time. Employees will be retained with
this action. A report was made which is based on United Parcel Services, a leading courier
company in United Kingdom. Different kind of services is offered by them in sufficient
manner. Many documents are there in this document which is necessary for selection and
recruitment of employees in organisation. Various leadership patterns or styles are going to
be discussed in this report. If people work in groups, organisation can achieve maximum
productivity. Last but not the least, it is important to compare productivity with the needs of
development.
TASK 1
1.1 Documentation to select and recruit new member of staff
When we talk about recruitment, we may say that it is a process of attracting a pool of
people for a particular vacancy. Recruitment helps HR people to get the desired candidate
for the requisite post to fill. Selection and recruitment can be differentiated on the basis of
the approach which is used as the first one uses negative and the later one uses positive
approach. Certain documents are provided which work as a basis of selection process and
they are to be followed.
Job Description
Job title: Manager in Marketing Department
Reporting officer: HR Head
Duties:  To manage complete promotional
activities.
 To make advertisement campaigns of
the organisation.
 Marketing plans must be made by
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him.
 Co-ordination with other departments
such as finance, production and
distribution.
Job Specification
Educational qualifications:  Masters in Business administration
 Additional diploma in marketing
management.
Eligibility requirements:  Capable in making marketing plans
 Interpersonal skills
 Communicational skills
 Leadership skills
 Motivational qualities
Experience: Upto three years of experience as Marketing
manager.
Types of Recruitment: A firm may use various tools and techniques to fill the opening
which they have in their organisation and these techniques can be internet, print and social
media and many others.
In order to select a person, HR team conducts interviews which may be face to
face or telephonic. A list of some dummy questions are listed below which may be asked by
an HR manager to a prospective candidate.
INTERVIEW
Q1. What is marketing?
Q2. What is promotional mix?
Q3. What is 4P’S of marketing?
Q4. What are various techniques of marketing?
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1.2 Impact of legal, regulatory and ethical consideration to recruitment and selection process
This section comprises all laws and legislations that are related with employment of personnel in
organization. Equity act 2010 is very crucial which can be seen as all other workplace laws were
replaced by it. Right of workers are ensured when the firm accept the law. Prevention of
employees from any kind of complexion is determined
Equality act possesses set of actions that must be taken care by senior managers. Equality
must be practiced at the workplace in order to ensure healthy working environment and high
productivity. Equality at workplace boosts employee morale which in turn enhances the
efficiency and effectiveness of an employee. Equality promotes lawful actions and helps the
management in motivating employees and sets the work standard and working conditions of
organisation very high.
Employee productivity is highly affected by equality at workplace. If an employee thinks
that his co-worker is getting paid more for the same work done, he will feel that his efforts are
being underrated and his superiors are practising favouritism at workplace which in turn may
provoke him to leave the company and it may ultimately increase employee turnover.
1.3 Taking part in selection process
There are some legal requirements which must be studied deeply by HR personnel and must be
taken care of:
Checking references and background: Reference and background could be checked with
those names which applicant has filled in reference group. By taking help of these reference
groups company can check background and actual skills & talents of candidates.
Medical examination: Before hiring new candidates, a proper medical should be done
for checking their health mental and physical health as per requirement of job. A required health
check standards must be set in corporation. With help of these benchmarks a manager can check
whether recruiting personnel is appropriate for vacant post or not.
Contract of Employment: It is a last step which comprises all terms and situations related
to job along with all associated situations. This section includes following points:
 Job Title
 Roles and Responsibilities
 Leaves
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 Work Hours
 Compensation Plan
 Time of Probation and many other
1.4 Own contribution to the selection process
While planning and implementing recruitment and selection process, as an interviewer I
analysed my strengths and weaknesses. I kept all required documentation with me while
meeting with a candidate. For fascinating more candidates I posted advertisements on
many mediums such as social media, print media etc in order to gain the attention of job
seekers. I have also taken part in the selection process conducted by organisation and
participated in so many interviews. This kind of activities helps me in improving my skills
and also boost my confidence. Along with this I also chose the best candidate who has
perfect skill set and qualification as required in the job specification. I made sure that I
keep eye contact with the interviewee and also asked so many relevant questions. I also
asked him to put up queries if he has any and finally I got all the documents signed by him.
2.1 Skills and attributes needed for leadership
Leaders are common people. They do not have anything extra but they make the best use
of what they have. There are some traits or attributes which makes a person leader and
some of them are listed below:
Problem solver: A leader always looks at the problem but from a different perspective. He
looks at the problem from a problem solver’s end. He thinks that every problem has a
solution and we have to find that out. A strong connection must be maintained with the
employees so that they can share the problem with them and then they can go on to solve
that problem.
Communication styles: Communication is the life blood of any organisation and leaders are
no different from this. Communication is a two way process and a leader must ensure that
he not only give instruction to his followers but also listen the queries and problem of his
followers and also give time to time feedback to them. Therefore in this way leaders reduce
conflicts and grievances in an organisation.
Team Work: A leader always promotes team work as he knows that a single person cannot
achieve anything extraordinary. If you want to go an extra mile you have to see whether
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you employees form a good team or not and a leader ensure that his team members
supports each other and make every effort to accomplish the goals in a team.
Interpersonal skills: A leader must have good interpersonal skills and for this he must have
empathy so that he can put his foot in their shoes and understand their problems.
Balancing work: A leader must ensure that there must be no over work and no under work.
If there is over work, employees will feel pressurise and burdened which in turn will
reduce their creativity and productivity while if there is a scene of under work, employees
will spend their time in gossiping which will also not good for the organisation. Therefore
leaders ensure that there is balance of work.
2.2 Explain difference between leadership and management
There are some situations in which leaders and managers act differently but on the other
hand seldom they act similar. Managers suppose to behave like a leader in some specific
conditions. It is required from manager that he possesses some skills a leader as they need
to lead their team as well as they has to manage various things in association. Following
are some differentiations between leader and manager:
Leadership Management
It is serving of motivation among followers
in order to complete all task in limited time
frame.
It is related to efficiency check of workers
that they are doing their all task with full
effects and efforts.
This action is expansion of business
operations along with growth of association.
It is a responsibility of managers that they
should maintain a set of working pattern.
These personnel are those who provide
directions to their followers.
Human resource manager deals with all
employees till the project gets completed.
Main focused area of spearheads is
improvements of working styles of junior
workers.
On the other hand managers pay attention
on meeting deadlines and hitting targets.
In this section subordinates gets information
and knowledge and this can be stated as a
proactive approach.
This is a reactive approach where managers
have to maintain light work environment at
workplace.
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Above analysis shows that area of working of a manager is wider than a manager. Roles and
responsibilities that leader has much higher than a manager. There are some inborn skills and
virtues which a leader possesses but a manager don’t which makes chieftain different from
management personnel.
2.3 Compare leadership style for different situation
There are several leadership styles that have different working manners in distinct situations.
Leadership Style Description Situations
Democratic In this segment, headman
invites feedback and
suggestions in decision
making process.
In context of managers they
use to apply this tool in
enhancing participation level
of co-workers.
Commanding It is all about how a leader
directs his followers in task
performance.
This is Most suitable when
emergency occurs and
manager has to take charge for
some quick decisions.
Visionary Spearhead force their juniors
to improve work efficiency in
order to achieve visions of
company.
By taking assistance of this
model manager inspires their
co-workers to perform
remarkably.
Associative Priority of leaders is their
followers.
In this segment manager
motivates their manpower to
do efficient working while
hitting targets.
Pacesetting To make decisions some
standards must be decided.
In management case this kind
of leadership style works on
getting higher outcomes.
From above stated analysis it is clear that democratic style is a pattern which leaders use in
performing their actions and activities. As this style forcing chieftain that they should force their
workforce for taking participation in decision making processes. Along with this, manpower
should be motivated for doing all task and operations in most significant manner.
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2.4 Ways to motivate staff to achieve objectives
Motivation is really important for any organisation as without motivation no
organisation can survive. Management thinkers gave many philosophies and theories of
motivation with the help of which we can understand motivation in a better way.
Maslow's Need Hierarchy Theory: Maslow introduced this theory and he classified
human needs for motivation in five different categories as described below:
Physical Needs: These are the basic needs of motivation in a person. It includes needs like food,
shelter, clothes etc.
Safety Needs: Safety needs arise when a person fulfils his physical needs. Safety needs include
the need of security.
Belongingness and Love: When the need of safety fulfils, the next need arise then is the need of
belongingness and love. Every person wants that he must get some love or attention and it
motivates him to show the same to others.
Esteem Needs: When an employee feels that he is being appreciated and loved at workplace, the
next target he sets is to achieve esteem.
Self-actualization Needs: When a person achieves all the above mentioned needs, he then looks
for self improvement or self actualisation so that he can understand his real self.
Hertzberg's two factor:
Herzberg proposed two factor theory of motivation which emphasize on two factors
which are hygiene and motivational factors. According to Herzberg there are some factors
absence of which may cause dissatisfaction among employees but their presence only cannot
satisfy the employees whereas there are some other factors absence of which may not cause
dissatisfaction but their presence may cause satisfaction.
Motivational Factors Hygiene factors
Growth
Achievement
Incentives
Improvements
Corporation Policies
Salary
Bonding with employer and co-worker's.
Conditions of working.
Therefore there are some ways which can help in inspiring human resource:
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Training: HR manager can conduct training programmes and help employees enhance their skill
set so that they can feel motivated. Training works as a motivational force for employees as due
to training they achieve a better state.
Rewards: Rewards also work as motivational forces when they are given to employees as a form
of appreciation of their efforts.
Open working environment: Open working environment is another tool that can be used for
motivation as employees in the organisation will get a stress free atmosphere to work and in turn
their productivity will increase.
TASK 2
3.1 Benefits of team working
If people do their tasks in teams, they will surely get better results. Each and every
individual does not possess all the requisite skills and knowledge as well as experience to
accomplish a task. Therefore there is a need of team so that the skills, knowledge and expertise
of every individual can be utilised in best possible way to achieve higher productivity or
performance. Some benefits of team working are listed below:
Increase in productivity: Team working use the best of each individual and an individual also get
the chance to show what he can best to so team working while utilising the employees
completely helps in increasing productivity.
Communication: Team working helps in increase in communication among the employees of
organisation. Since we know that communication is the life blood of any business and is indeed
needed for the survival of any organisation therefore team working enhances communication.
Learning: Learning is always there when people works in groups. People have different skills
and working together helps them in understanding what others have and learning the same.
Increased working speed: When employees do tasks in teams, they have a timeline and they
inspire each other on completing the task on time which leads to increased working speed.
Enhance quality: There are other work groups as well so in order to compete with other teams on
gives it’s best and it in turn increase the quality of performance or production.
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3.2 Importance of working in team as a leader and deal with any conflict situation
A leader leads the team therefore he does some work which are given below:
Motivates and gives guidance: A leader is always there for his team to support, motivate and
guide. A leader tells the team what is good for them and what is not. A leader provide a clear
picture to its follower about what should be done and how it should be done.
Create and enhance human morale: A leader also inspires his followers to carry good moral
value and ethics and practice the same at work place. Leader helps the employees in recognising
their talent.
Improvement is quality of service: When the employees are highly motivated they do the work in
the best possible way it can do.
Job satisfaction and reduce in employee cost: A leader helps the employees to achieve job
satisfaction and indirectly helps in reducing employee turnover.
3.3 Review effectiveness of team in achieving goals
Some points must be considered to review effectiveness of team in achieving goals:
Integrity and Honesty – When a leader follows all ethics and laws as well as regulations while
performing business operations only then he can expect this thing from his subordinates.
Effective Communication Skills – For directing all directions and providing all required
information to subordinates, communication skills of headman must be good and effective.
Socially Active- A leader must be socially active so that he can influence people in an
organisation.
Active listeners and speakers:
Good decision makers: A manager must have the skill of a good decision maker as he has to
make decisions time to time.
Initiative maker: A manager must be initiative maker as he is the one people always seek advice
from and rely on.
4.1 Factors involved in planning the monitoring and assessment of work performance
It is the responsibility of manager to monitor the performance of employees inside the
organisation. Monitoring and controlling the working of employees is very necessary as it helps
employees increase the productivity and find out the loop holes and set them right. Some
measures can be used for execution of work:
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 Resources those are available to firm.
 Various approaches must be utilised.
 Feedbacks of juniors must be given to manager.
 Employees with high performance must be rewarded by management.
 Work of personnel must be monitored on regular basis.
4.2 Plan and deliver assessment of development needs of individual
Training and development needs of employees must be identified by managers so that they can
take necessary actions. With the help of feedback employees and organisation can both grow
simultaneously. For measuring needs certain steps can be taken:
 Strength and weakness of employees must be identified.
 Strength and weakness of employees must be evaluated.
 Setting the target with the capabilities of manpower.
 Differentiation must be created between current and future skills.
4.3 Evaluate success of assessment process
It is compulsory for manager to evaluate the results as well as to compare the desired results with
the actual ones. Following tools and techniques can be used for this purpose:
Feedback & disciplinary: Feedback must be taken from subordinates on how they
perceive the training programme was and what changes can be done for future. Feedback must
be taken fairly and each and every employee must be asked to take part in this feedback activity
as these are so important from organisation’s perspective.
Appraisal and promotions: Self motivation and self appraisal is generated in employees
with the help of this technique. Self appreciation helps employees in boosting their confidence
and helps the organisation in enhancing the overall productivity which in turn helps it in
achieving its overall objective.
CONCLUSION
As Conclusion it may be noted down that while doing recruitment and selection certain aspects
must be considered very carefully. Managers must ensure that quick and good decision making
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must be practiced in organisation and leaders must try to motivate their employees to work
harder and achieve the target.
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REFERENCES
Books & Journals
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Lev, A. I., 2013. Transgender emergence: Therapeutic guidelines for working with gender-
variant people and their families. Routledge.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Burnett, J., 2013. Useful Toil: Autobiographies of Working People from the 1820s to the 1920s.
Routledge.
Welch, J., 2014. Jack: what I've learned leading a great company and great people. Hachette
UK.
Rees, G. and French, R. eds., 2016. Leading, managing and developing people. Kogan Page
Publishers.
Goleman, D., 2017. Leadership That Gets Results (Harvard Business Review Classics). Harvard
Business Press.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Rodríguez-Carvajal, R. and et. al., 2014. Leading people positively: Cross-cultural validation of
the Servant Leadership Survey (SLS). The Spanish journal of psychology, 17.
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teams. British Journal of Hospital Medicine. 76(5). pp.264-269.
Stubbs, B. and et. al., 2014. Meeting the drastic physical health disparity in people with
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186.
Mayfield, P., 2014. Engaging with stakeholders is critical when leading change. Industrial and
Commercial Training. 46(2). pp.68-72.
NHS England, 2016. Leading change, adding value. British Journal of Healthcare Assistants.
10(6). pp.302-303.
Pritchard, K. and Bloomfield, E., 2013. Tackling the challenges of leading through
change. Strategic HR Review. 13(1). pp.16-19.
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Chen, L. K. and et. al., 2014. Sarcopenia in Asia: consensus report of the Asian Working Group
for Sarcopenia. Journal of the American Medical Directors Association. 15(2). pp.95-
101.
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