This report discusses the fundamentals of leadership, focusing on the responsibilities of a leader, leadership traits and styles, and the importance of leadership for future development. The report also includes a self-analysis of the leader's style and a critical reflection on the leadership strategies used in Tesco.
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Fundamentals of Leadership
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MAIN BODY SECTION 1 CONTEXT Leadership is a vital segment of a management process and I think that every management requires to follow this. It becomes quite clear that leadership functions by studying the research areaandanalysingthecompetencieswhichanindividualpossess.Theleaderswork on establishing a better career on professional as well as personal grounds so that development can flourish. This will bring productive results for the organisation as well. The report carried forward is based on Tesco which is one of largest multinational organisation, catering the needs of individual in serving essential commodities. Along with the retail stores Tesco is also going in online stores and providing E-Commerce services. This is only a result of an effective leadership which is practiced by the leaders and is facilitating the brand to enhance its competition with that of the rivals in same industry. The report in the first part shows responsibilities of leader and whom the leader was leading. In the second part there is brief description of the leadership traits, characteristics and styles. Also there has been a focus to study the demographic factors, skills, abilities, competencies and traits that helps the leader to lead his subordinates in a better manner. In the end the report also (Kononets and Nestulya 2020) discusses why leadership is important for future development. The report is a reflection where leader is explaining what he thought and has examined from his working experience. Tesco is one of the largest multinational organisation who is serving a wide variety of products and services by fulfilling the customers need and attaining competitive rivalry. Tesco is working with serving the quality services in varied sections of the whole world to carry out all the operations there is a need of effective leadership. I got a chance to lead and support the staff of Tesco. I am working as a leader in supervising the operation which are performed in packaging and supplying of materials to the to the final retail outlet. I was assigned to supervise and lead the activities so that there are reduced chances of failures. I was working as a leader to guide lower management in order to check supply and delivery services are done in a proper manner. I was assigned to train and develop their skills so that their are reduced chances of misconduct and failures. There were initiatives taken by me so that there is less brokerage of goods. The end goal of my aim was to minimise the defects to minimal and make organisation achieve productivity. As a leader I was focused on serving the quality products without any miss happening so that the organisation (Kouzes and Posner 2016)
Tesco is achieving its competitive advantage and can work towards expanding the market segments, also strengthening the brand image. SECTION 2 SELF – ANALYSIS Being the leader of Tesco I was following theparticipativeleadership style which is the strongest and interactive style. It enables the working culture of the organisation to work with diversity and togetherness. The participative leadership as followed by me will make good relations among the employees and there will be more chances of transparency in the decision making process. This will make employees motivated and their morale will be boosted which will result in better production and achieving the common determined goals. Participative leadership act as a tool of leadership style where work is completed in a collaborated form which will also result in strengthening the ideas and will bring creativity and innovation. Leadership styles in the globally performing world shows business aspects which are continuously changing. This is working for new and developed leadership theories which represent the modern trends and are used as the elements (Cohen and Eimicke 2020) which are emerging. This helps in working with the modern workforce and develop accountability traits in them with results in sustainability and high potential. Being the leader of Tesco I am focused to work with competitive spirit so that there is informative growth and sustainability can be achieved. For this various strategies of leadership can be examined as under: Transformationalleadership:Thistheoryofleadershipworkswithmaintainingstrong coordination between employees and employers of an organisation. It worked for creating and developing career oriented goals on which the employees are focused to work. The stakeholders like CEO’s, governmental bodies, shareholders work in accordance to such leadership so that employees are treated equally. In this focus is made on how much they are competent with the dynamism of work culture. On the other hand, this leadership theory takes time as training and development is required to be conducted which affects productivity and efficiency. Contingency leadership: The leadership theory that focuses on the contingent and unpredictable situations and making decisions for the same. Contingency leadership refers with bringing in new and creative ideas so that organisation works accordingly. Along with this, the contingency leadership focuses on acting at the same time when ever critical situation arises in Tesco. As it is a growing brand and looking in this direction they have (Piperopoulos 2018) adopted digital platform as a means of extra revenue generation. The leadership under this decision allows the
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workers to adapt with the new technical know how and work appropriately with the market. It has resulted in the environment to be dynamic and employees to be competent. The leadership skills are based on the decision making skills that motivate and enlighten employees in order to make them work in new (Armstrong 2016) changes. This works in making the structure of company easy and effective for a longer time period. On the other hand, it has resulted in bringing high responsibilities and duties to the company and it's employees. This is because they have to perform more operations in order to meet goals and objectives which are framed by the managerial team. SECTION 3 CRITICAL REFLECTION As a leader it is very important to know that the workers are working in an appropriate manner in the respective organisation. My responsibility as a leader was to reduce the problems of employees which they were facing in the organisation. This is performed by the leaders in a manner by studying and evaluating the behaviours of individuals. This will bring a sense of belongingness in the organisation and will (Robbins, Coulter and DeCenzo 2017) help in bringing a sense of attachment and loyalty of employees to organisation. In my perception, the leader is a person who is working as properly guiding the subordinates and giving them required training sessions time to time. In Tesco, the transformational leadership style is carried out by me and from my point of view, I can say this has held Tesco in being a strengthened organisation which is continuously working for innovation and dynamism. I am focused to develop varied required and significant competencies which will help in working towards the vision and mission goals which are predetermined. There are many people who possess competencies but they are not easily accessible to use them which (Gandolfi and Stone 2018) makesthe competenciesa waste. I am working from a recognisabletime in the organisation as a leader, where I am devoted in recognising skills and talents of individuals. Along with this I am giving them ample opportunities through which they can polish their competencies. Tesco being a large organisation has given me a lot of growth opportunities which will help me in establishing my career and taking it to great heights. Alternatively new leadership style brings on surging pace for acknowledging new business horizons actively, imperatively growing towards new potentialities actively. As mentioned earlier I am working as a leader who is assigned to reduce defects by guiding and supervising the lower employees. There is more vividscaleinvolvementamongemployeesastransparencyofdecisionsalsogenerates
motivation, enhanced morale and competitive performance metrics. The traits and styles which is followed (Kane and et. al. 2018) by me are working in the direction of growth. As mentioned I was using transformational leadership which serves as a great help in bringing a change to the organisation. There are several defects as well in the leadership but to overcome them a development of proper and appropriate strategies are required to be performed. Transformational leadership suffers from increase in responsibilities as performed by the leaders and higher management. To reduce this disadvantage I was working by using my full potential and framing policies which resulted in lessening of the same and also working in reducing irrelevant tasks. The leadership traits which are followed by me and my employees will enhance the personal as well as professional career of everyone associated with the same. Also to enhance such traits a proper evaluation is required to be performed. In the same manner there are several leaders of different organisations which are working in the market are following different leadership styles as per their convenience. There are some leaders who are using contingent leadership where they performing strategic planning at the time when it is required. This can be a help as well as an inconvenience situation as preparing plans at the same time will hamper the growth. On the other hand they may sometimes result in bringing the best of the answers for the situations. This is because the solutions are made looking forward the present market conditions. As a leader I can use different (Grunberg and et. al. 2019) leadership styles and traits depending upon the employees nature, organisational structure, operations and many other things. These effect the whole working culture of an organisation. The leadership styles which can be used are required to be flexible so that there may be changes as and when required. The culture is referred to the working conditions of the organisation as well as that of the market. The leader is required to make leadership plans and work on them according to the appropriate theories and styles so that a better insight is created. There are many cultural factors which affect the working of workforce in organisation. So it is highly required for the leaders to keep such factors in mind and decide which leadership trait will be required. At times there are cases when the leadership styles can change the culture and for this it is required by the leaders as well as their subordinates to go hand in hand and work towards achieving this common goal. On the basis of the leadership skills it can be analysed that I was working with participative as well as transformational leadership in Tesco which acted as an active part to make an organisation grow and work for sustainability. The participative leadership which I followed was a result of collaborative work
which was performed by whole organisation. The leaders are such individuals who rigorously works on new leadership approaches which will enhance and develop the whole working criteria. There are high chances which can bring problematic situations in the organisation but the leader works for reducing such conditions and completing the procedure of operations in an effective manner. By reducing the complexities he can manage tackling the challenges which comes in midway of the operational process. In Tesco as a leader I was continuously focused on working with higher level leadership aspects rather than working on a single or two leadership style. In the end I can conclude by saying that being working as a leader in TESCO has helped me variedly in boosting my career and improving my skills.
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REFERENCES Books and Journals Kononets, N.V. and Nestulya, S.I., 2020. The implementation experience of students mobile training in the fundamentals of leadership as a resource-oriented form.Information Technologies and Learning Tools,78(4), pp.116-131. Kouzes, J.M. and Posner, B.Z., 2016.Learning leadership: The five fundamentals of becoming an exemplary leader. John Wiley & Sons. Cohen, S. and Eimicke, W.B., 2020. 2. LEADERSHIP. InManagement Fundamentals(pp. 21- 36). Columbia University Press. Piperopoulos, G.P., 2018. Fundamentals of Communication PR and Leadership. Armstrong, M., 2016. Armstrong's handbook of management and leadership for HR: Developing effective people skills for better leadership and management. Robbins, S.P., Coulter, M.K. and DeCenzo, D.A., 2017. Fundamentals of management. Gandolfi, F. and Stone, S., 2018. Leadership, leadership styles, and servant leadership.Journal of Management Research,18(4), pp.261-269. Kane, G.C., Phillips, A.N., Copulsky, J. and Andrus, G., 2019. How digital leadership is (n't) different.MIT Sloan Management Review,60(3), pp.34-39. Iordanoglou, D., 2018. Future Trends in Leadership Development Practices and the Crucial Leadership Skills.Journal of Leadership, Accountability & Ethics,15(2). Grunberg, N.E., Barry, E.S., Callahan, C.W., Kleber, H.G., McManigle, J.E. and Schoomaker, E.B.,2019.Aconceptualframeworkforleaderandleadershipeducationand development.International Journal of Leadership in Education,22(5), pp.644-650.