Exploring the Relationship between Political Leadership and Collective Goods

The provided content consists of various academic articles and books related to political leadership, collective goods, strategic human resource management, recruitment and selection, and organizational performance. The sources include studies on the role of strategic groups in understanding strategic human resource management, sustainable design performance evaluation, and the relationship between leadership and organizational performance. Additionally, there are resources on leadership theories, effective leadership and employee performance, and small group dynamics. The content also includes online materials such as the Equality Act 2015 and Leadership styles and theories.

WORKING WITH
&
LEADING PEOPLE
1

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Critically evaluate the recruitment, selection and retention procedures used in Jamie
Oliver's organization....................................................................................................................3
1.2 Assessing the impact of legal, regulatory and ethical considerations to the recruitment and
selection process..........................................................................................................................4
1.3 Taking part in selection process.............................................................................................5
TASK 2............................................................................................................................................6
2.1 The skills and attributes needed for leadership......................................................................6
2.2 The difference between leadership and management ...........................................................7
2.3 Comparing the leadership style for different situations.........................................................8
2.4 Evaluating the ways for motivating the staff to attain the objectives of business ................8
TASK 3............................................................................................................................................9
3.1 Assessing the benefits of team working in organization.......................................................9
3.2 Demonstrating importance of working in team as a leader and member..............................9
3.3 Reviewing effectiveness of team work in achieving goals..................................................10
TASK 4..........................................................................................................................................11
4.1 Factors involved in planning the monitoring and assessment of work performance...........11
4.2 Planning and delivering the assessment of the development needs of individual...............11
4.3 Evaluating the success of the assessment process...............................................................12
Conclusion ....................................................................................................................................12
REFERENCES .............................................................................................................................13
2

INTRODUCTION
Leadership stimulates an individual to attain the organizational goals and objectives. It
further involves setting up of clear vision and sharing it with others so that they follow it willgly.
With the help of leadership, management of entity can inspire its human resources to perform
well. Effective leaders are the one who are capable of establishing and attaining challenging
targets to take prompt and decisive action even in tough situations (Aaker and Joachimsthaler,
2012). However, there are various skills and traits which are required in an effective leader like
strong communication, management skill, self-confidence, enthusiasm, ability to inspire others,
etc.
In this report, various aspects of working with and leading people will be studied with the
help of case study on Jamie Oliver. Jamie is a chef that is well known for leading and inspiring
unqualified individuals to become chefs and to develop a professional attitude. In this report,
various leadership and motivation theories will be discussed. The benefits of team working in
Jamie Oliver's restaurant will be discussed. Thereafter, learning will be shown regarding the
factors that are involved in assessing the work performance for trainee in Oliver restaurant.
TASK 1
1.1 Critically evaluate the recruitment, selection and retention procedures used in Jamie Oliver's
organization
Human resources are the lifeblood for company. The success of business depends upon
the efficiency, skills, innovative thinking and level of loyalty among workforce. Therefore, it is
important for company to focus on its human capital to sustain in the long run. With the help of
effective recruitment, selection and retention process, Oliver restaurant can maintain the quality
and required quantity of its human assets (Chhokar, Brodbeck and House, 2013). At present,
company is planning to hire new employees which involve 5 chefs for the kitchen. In this
respect, company can consider following document for the selection and recruitment process of
new members of the staff.
 Recruitment: It is a process through which organization attracts, chooses and appoints a
suitable candidate for the vacant job post within firm. Since, Oliver does not rely on
conventional process; it will recruit individuals who lack in skills, knowledge and
3

experience so that they can be trained for future (Frohlich and Oppenheimer, 2015).
Therefore, restaurant can use newspaper ads, social media, etc. to attract maximum
candidates for the vacant job post.
 Selection: It can be referred as a procedure of choosing a qualified and competent
candidate who is capable of meeting the job requirements and provide valuable
contribution to company. Oliver restaurant will have selection process in three stages. In
the first round, candidates will be asked for various questions about food The main
objective of this process is to identify whether the applicants are passionate about their
job or not (Northouse, 2015). The shortlisted candidate will be competent for the next
stage which involve taste test. Here, the selected candidates will be required to taste the
food and detail out the texture and flavor of food. The prospects capable of explicating
the sensory experience will be shortlisted. In the last stage, candidates will be required to
observe the preparation of simple dish and need to prepare the same later. Main aim of
this stage is to identify the observing skills of candidates and quality of food prepared by
them.
 Training and development: It is an important function that helps company in improving
the skills and performance of individuals and groups in an organization’s surroundings
(Ulrich, Smallwood and Sweetman, 2013). The selected employees of Oliver are trained
in colleges where they are taught about basic skills so that they can meet the benchmarks
of service industry. It further involves demonstrations, coaching, practical task in class,
etc.
 Retention: In order to retain the competent candidates within business, company uses
various tactics. With the help of proper motivation, recognition, personal attention,
greater responsibility and providing work challenges, management make the candidates
assured about having bright future and thus, retain them in the long run (Verba, 2015).
1.2 Assessing the impact of legal, regulatory and ethical considerations to the recruitment and
selection process
There are different rules and regulations laid down by government of UK that must be
considered by Oliver restaurant while hiring new staff as well as while managing the present
4

human assets. Main aim of these rules and regulations is to safeguard the interest of employees
and to protect them from their exploitation while they are working in company. Non compliance
of these laws results in legal consequences and affects the image of company in the market. It
also leads to dissatisfaction among workforce and high staff turnover (Barrett, 2015). There are
various laws and regulations that are laid down by government in relation to the recruitment and
selection process which is explained as follows:
 Anti discrimination act 1977: As per this act, it is important for company to provide
equal opportunities to both men and women. The objective of this act is to abolish
discrimination on the basis of gender, marital status or disability, etc. This act enables
Oliver restaurant to provide job opportunities to candidates who are eligible for the job
irrespective of their gender.
 Equality act 2010: This act aims at discouraging unethical practices which are done at
the workplace. It further discourages discrimination done on the basis of caste, creed,
race, religion, disability, gender, sexual orientation, age, etc. This act stimulates Oliver
restaurant to provide equal job possibilities to qualified candidates for the job (Equality
Act , 2015).
1.3 Taking part in selection process
It is important for Jamie Oliver to take part in recruitment and selection process to ensure
that the prospective candidate has same value with that of company (Costen, 2012). The human
resource manager and HRD department will also play an important role in the selection
procedure. The identified bodies will take part in recruitment and selection process in the
following ways:
 Choice of recruitment and selection panel: Jamie Oliver will decide the members of
recruitment and selection panel that will further held responsible for appointing new
members for the vacant job position. They will further take interview and conduct the
selection test (Estampe, Lamouri, Paris and Brahim-Djelloul, 2013).
 Short listing: On the basis of results of selection test, recruitment and selection panel
will shortlist the candidates who performed exceptionally well. Company can also use
short listing methods like IQ test, written exam, group discussion, etc.
5

 Interview: At this stage, panel will ask various questions from the candidates regarding
themselves, career goals, family and education background, etc.
 Appointment: Candidates clearing the above rounds effectively and who are competent
in meeting the requirements of job will be selected.
TASK 2
2.1 The skills and attributes needed for leadership
Leadership is a process that help in encouraging, directing and influencing individuals to
behave in desired manner so that fruitful results for organization as well as individual can be
attained. To influence the behavior of individuals in the favor of Oliver restaurant, leadership can
be used. However, there are wide range of skills and attributes that must be present within leader
to assure success of its leadership. As per the trait theory also, leader must possess attributes and
skills that are important for becoming a successful and powerful leader (Hwang, Chen, Chen,
Lee and Shen, 2013). The major trait that must be possessed by leader are like,
Traits or Attributes Skills
Ability to adapt situations Intelligent
Vigilant about social and cultural environment Skilled in work
Aspirant and target oriented Innovative thinking
Self-asserting Diplomatic and discreet
Effective decision making ability Good in verbal communication
Competence to influence others Strong team building skills
Enthusiastic Organized in work
Self confident Ability to persuade others
Persistence Self management skills like, conscientiousness,
motivation etc.
Prepared to take responsibility and initiative Social skills like, developing interpersonal
relationship, grooming other etc.
6

Charisma
Control over emotions and stress
Cooperation
These traits and skills will ensure the success of leadership within Oliver restaurant.
Along with this, it is important for leader to have managerial skills as well to exercise proper
control over the operations and people of entity (Kundu and et.al., 2015).
2.2 The difference between leadership and management
There are large number of differences between leadership and management that are
described as follows:
Leadership Management
It refers to ability of leader to determine the
behavior of individual and persuade them to
adopt a specific course of action.
It is refereed as process of attaining the
objectives of business by operating with and
through the human and other organizational
resources.
The main aim of leadership is to develop
change and motion within firm (Özer and
Tınaztepe, 2014).
The main objective of management is to ensure
control and consistency within business.
It further set up directions for employees by
developing vision, mission, highlighting the
core values and strategies required for attaining
business goals.
The management process help in planning and
budgeting within entity. It involve
development of agendas, time management,
apportionment of resources etc.
Leadership help in aligning individual by
transmitting the objectives of enterprise,
developing commitment among members and
ensuring team building and group work
(Leadership styles and theories. 2009).
Management involve function of organizing
and staffing (Shackleton, 2015). For this
aspect, it develop structure suitable for
company, establish roles and responsibilities of
member etc.
The key purpose of leadership is to motivate The main purpose of management is to resolve
7

and inspire human resources. the issues faced by business and control the
behavior of individuals.
It focus on inspiring and empowering
organizational members (Taylor, 2014).
It emphasis on motivating and encouraging
others.
2.3 Comparing the leadership style for different situations
There are different types of leadership that can be adopted within Oliver restaurant as per
the need of prevailing situation. They are described as follows:
 Autocratic: In this type of leadership, manager is responsible for taking decision without
much consultation of others. Therefore, decision is imposed upon others. This leadership
style can be used when company is required to take urgent decisions or the employees
lack decision making skills or efficiency (West and Lyubovnikova, 2013).
 Democratic: This leadership style, allows manager to make business decision after
proper consultation of employees. Therefore, suggestions and views of employees is
considered by manager before taking final decision. This leadership style is important
when employees possess creative skills that can be used by business to implement change
and yield fruitful results (Andreu and et. al., 2006). The advantage of using this style is
that it help in enhancing the morale, satisfaction level of employees etc.
 Laissez-faire: As per this leadership style, there is negligible control of manager over its
employees and individual are free to take decisions within the provided authority. This
leadership style is appropriate when employees are highly motivated, skilled, experienced
and trained (Bass and Riggio, 2006).
 Transactional: This leadership style enable, manager to control the behavior of its
employees in the favor of entity by using rewards or punishments based on their
performance outcomes. This leadership emphasis on the importance of supervision, team
work. Further, transactional leadership is suitable when project is required to be executed
in certain way (Clawson, 2008).
 Transformational: It is a kind of leadership which allow the manager to work with
employees to determine the areas that require change . It is further followed by
8

development of vision to direct the identified change through guiding and encouraging
members. This type of leadership can be adopted when viable change is needed in
business and leader want to pay emphasis on the big picture within the business.
2.4 Evaluating the ways for motivating the staff to attain the objectives of business
Following methods can be used by Oliver restaurant to motivate the staff of company:
 Appropriate payment: It is important for company to provide proper payment to all
employees. The money act as biggest motivating factor therefore, organization should
assure it provide reasonable salary to its employees. Further, performance of individual
must be reviewed and properly properly to determine appropriate payment (Clawson G,
2008).
 Recognition: The Oliver restaurant should recognize the superior performance of
employee, efforts taken by it etc to encourage him/her for future. Therefore, employees
can be recognized in team meetings, corporate events, newsletters etc (Alidrisi and
Mohamed, 2012).
TASK 3
3.1 Assessing the benefits of team working in organization
There are several benefits of team work for organization as it helps in achieving long as
well as short term objectives in an effectual manner. Here, difficult scenario can be taken on
given case when trainee were provided task to prepare meal for 50 guests. At this juncture, it was
found that some of workers were not able to focus on work due to lack of coordination and
communication (Alidrisi and Mohamed, 2012). Here, Oliver aimed to make employees
understand regarding importance of team working. This way workforce can come to know about
importance of coordination between chef, waiter and accountant. Integration of all workforce can
deliver good quality of services and ensure better communication among each department
(Gannon, Doherty and Roper, 2012). Also, it becomes possible for employees to work with focus
as team members possess complementary skills. The difficulty faced while serving 50 guests
bring forth outcome that team work can cater need of number of customers with mutual support.
Furthermore, high efficiency and speedier services can be delivered to end users if workforce
work with integration. Also, team work tends to present more thoughtful idea in team so as to
achieve the given task in an effective manner and in less time span.
9

3.2 Demonstrating importance of working in team as a leader and member
Every organization has need to employee integration which support workforce to retain in
company for longer time span. According to the given scenario of Jamie Oliver, unqualified
workforce were hired and then they were trained in accordance with specific requirement of
restaurant. It was the effective strategy of business owner so that workforce perform their task in
unique approach as desired by management (Rubio and Aragón, 2009). The situation of
difficulty of serving 50 guests can be applied to demonstrate importance of working in team.
Here, Oliver just created urgency for team to manage the work with propose coordination. Oliver
as leader created scenario for workforce but when they became confuse and faced issue in
managing the difficulty then the same was stopped by leader. It is because Oliver then worked as
team member to manage the scenario by which employees can learn that how work can be
completed in with integration and proper coordination (Vencato, 2014). Here, team leader can
provide guidance and support its employees to achieve the accomplish targets on right time.
Thus, working in team facilitates corporation to meet expectations of buyers and boost morale of
workforce.
3.3 Reviewing effectiveness of team work in achieving goals
The effectiveness of team can be judged with respective to accomplishment of allotted
task. Members of Jamie Oliver's can perform several task for catering need of customers and
creating competitive edge of firm in the marketplace.
10

(Source: Belbin Team Roles. 2015)
Here, Belbin team roles depicts that a team perform nine roles such as; implementer,
resource investigator and plant. These three roles helps team in putting ideas into action and
build good relationship with all members so as to bring creative thinking in a team. Furthermore,
monitoring role is also performed in team where employees analyze the progress by having look
over challenges that could be faced by team (Rubio and Aragón, 2009). In addition to this,
coordinator and complete finisher are two imperative roles through which coordination is
ensured in team and all work done is cross checked against the set criteria. Apart from this, team
work and specialist depicts that appropriate work environment is created in a team through
inclusion of complementary skills in member of group. This way all team work proves to be
effective in achieving set objectives of Jamie Oliver's restaurant. Hence, team work bring
perfection in service quality and support management to create unique identify of organization
(Hernandez, 2009).
11

TASK 4
4.1 Factors involved in planning the monitoring and assessment of work performance Developing quality control methods: The Oliver restaurant can use quality control
methods to check the performance of individuals (Hernandez, 2009). Review from customers: The Oliver restaurant can take feedback from customers
regarding their services. The performance of employees can be judged on the basis of
obtained reviews. For instance, a employee is regarded as rude by maximum customers
therefore, disciplinary action can be taken against him/her (Vencato , 2014).
 Performance appraisal: The company should evaluate and appraise the performance of
employee in proper manner. The entity can use traditional as well as modern methods
such as ranking, checklist, distribution, management by objectives, 360 degree appraisal
etc (Hernandez, 2009).
4.2 Planning and delivering the assessment of the development needs of individual
In order to ensure the effective performance of individual within company, it is important
for manager to assess the upbringing needs of employee and furnish the same through its training
and development process. Since, its inception that most of the new employees of Oliver are those
lacking in skills, knowledge and experience. Therefore, the training program should be designed
accordingly. The training and development programs should provide information about the
vision, mission and objectives of firm so individuals know what is expected from them.
Thereafter,results of current performance of employees must be taken into consideration while
ascertaining the training and development needs of employees (Rubio and Aragón, 2009).
Thereafter, the development needs can be identified on the basis of key task that individual is
required to perform within Oliver restaurant. For example, waiter must possess good verbal,
presentation skills etc. further, company can consider the results after the training process to
ensure success or failure of entire program (Relationship between effective leadership and
employee performance. 2015).
4.3 Evaluating the success of the assessment process
With the help of proper training and development program, individuals working within
Oliver restaurant will be able to perform their work effectively and efficiently. Further, the
possibilities of mistakes and wastage will be reduced which will also help in reducing the
12

operational cost of business. The overall productivity of individual can be improved with the
help of training and development program (Vencato, 2014). The assessment process will reveal
the difference between desired training goals and achieved results. On the basis of this factor,
future training and development needs of individual can be identified.
CONCLUSION
Summing up the entire report, it can be stated that leadership is important approach that
can be used by manager to influence the behavior of employee in the favor of organization.
Jamie Oliver make proper use of leadership skills to guide the new employees. Further, it can be
stated that entity use non conventional recruitment and selection process for attracting and hiring
suitable candidates for its restaurant. It has been identified that there are large number of
differences between management and leadership. With the help of proper training, skills of
individual can be improved. However, it is important for manager to identify the development
needs of employees to ensure success of training program.
13

REFERENCES
Books and Journal
Aaker, D. A. and Joachimsthaler, E., 2012. Brand leadership. Simon and Schuster.
Alidrisi, H. and Mohamed, S., 2012. Resource allocation for strategic quality management: a
goal programming approach. International Journal of Quality & Reliability Management. 29(3).
pp. 265–283.
Andreu, R., and et. al., 2006. Quality performance assessment as a source of motivation for
lecturers: A teaching network experience. International Journal of Educational
Management. 20 (1). pp.73-82.
Barrett, N., 2015. A multiagency team working to safeguard vulnerable children. Journal of
Health Visiting. 3(12). pp.634-634.
Bass, B.M. and Riggio, R.E., 2006. Transformational leadership. Psychology Press.
Chhokar, J. S., Brodbeck, F. C. and House, R. J. Eds., 2013. Culture and leadership across the
world: The GLOBE book of in-depth studies of 25 societies. Routledge.
Clawson, J. G. S., 2008. Leadership as managing energy. International Journal of
Organizational Analysis. 16 (3). pp.174 – 181
Costen, W. M., 2012. Recruitment and Selection. The Encyclopedia of Human Resource
Management: Short Entries. pp.379-387.
Dunn, M. W., Dastoor, B. and Sims, R. L., 2012. Transformational leadership and organizational
commitment: A cross-cultural perspective. Journal of Multidisciplinary Research.
4(1). pp.45.
Estampe, D., Lamouri, S., Paris, J. L. and Brahim-Djelloul, S., 2013. A framework for analysing
supply chain performance evaluation models.International Journal of Production
Economics. 142(2), pp.247-258.
Frohlich, N. and Oppenheimer, J. A., 2015. Political leadership and collective goods. Princeton
University Press.
Gannon, J. M., Doherty, L. and Roper, A., 2012. The role of strategic groups in understanding
strategic human resource management. Personnel Review. 41 (4). pp.513 – 546.
Hernandez, R. S., 2009. Strategic Human Resources Management in Health Services
Organizations. Cengage Learning.
Hwang, S. N., Chen, C., Chen, Y., Lee, H. S. and Shen, P. D., 2013. Sustainable design
performance evaluation with applications in the automobile industry: Focusing on
inefficiency by undesirable factors. Omega. 41(3). pp.553-558.
Jing, F.F and Avery, G.C., 2008. Missing Links In Understanding The Relationship Between
Leadership and Organizational Performance. International Business & Economics
Research Journal. 7(5). p.67-78.
Kundu, S. C., Rattan, D., Sheera, V. P. and Gahlawat, N., 2015. recruitment and selection
techniques used in corporate sector: a comparative study of indian and multinational
companies. Journal of Organisation & Human Behaviour. 4(4).
Northouse, P. G., 2015. Leadership: Theory and practice. Sage publications
Özer, F. and Tınaztepe, C., 2014. Effect of strategic leadership styles on firm performance: A
study in a Turkish SME. Procedia-Social and Behavioral Sciences. 150. pp.778-784.
14