Developing Personal and Management Skills

This study material focuses on developing personal and management skills. It discusses leadership approaches, effective communication, and the importance of motivation at Tesco organization. It also emphasizes the role of communication in Tesco's success.

Running Head: HUMAN RESOURCE MANAGEMENT 0
developing personal and management skills

HUMAN RESOURCE MANAGEMENT 1
1)
Reflection on own leadership and management skills
Leadership is one of the essential concepts that is required to effectively used in the
organization for proper management of people. I have learned various leadership approaches
and working experience during my internship. At the time of my course study, I have learned
the ways to manage people by using several techniques (Storey, 2016). I adopted the model
of situational leadership because internal, as well as external factor, can change at any time. I
have also seen that various external factors affect the company in great way. In this way,
when external factors affect the organization, I analysed that several changes required in
order to manage several people in the organization (Grint, Jones, Holt and Storey, 2016).The
other thing in following such approach is that there are no such rules for the leaders. This
leadership management approach I founded to be the most effective for the organization.
It is true that several principles are attached to the leadership approach. I believe some of the
skills to be effective in the organization. These are self-confident, motivating power, effective
communication, cooperative, adaptable, and achievement oriented. As I use the situational
leadership approach, motivating power is an essential skill in order to manage people.
Besides this, self-confidence is also essential inner quality that helps us in managing the job
confidently. It also helps me in making effective decisions (Fiaz, Su and Saqib, 2017). I
believe that when a leader is confident, it will be able to step forward. Effective
communication is another effective principle in my approach to leadership management. By
using effective communication skill, I communicate with my follower. Whenever people
come up with any problem, I used to solve them by using effective and proper
communication skills. In this way, using such principle will help the organization in
achieving the goal in effective manner (Khan, Qureshi, Ismail, Rauf, Latif and Tahir, 2015).
For my better future, I want to be participative or democratic leader. It is true that questions
will arise when there are various leadership style, why to choose the democratic and
participative leadership style. I think that democratic leadership style helps in motivating the
followers for bringing innovative ideas, services as well as products, I will also encourage all
my followers by using the power of motivation. This leadership style also matches with my
traits and skills. Democratic leader should have effective communication skills in order to
motivate the employees (Solaja, Idowu and James, 2016). I believe that I have both the skills,

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motivation power and communication that will support me to become democratic leader. I
also wanted to become democratic leader by adopting required skill for becoming democratic
leader. I will also respect every idea that will come from the staff and followers of the
organization. I will also adopt the best idea and change that idea for getting an effective
result. As a democratic leader, I have found that I can engage with all my subordinates. It will
further encourage them to do the task in proper manner.
I also believe that participative leadership model also plays essential role in the smooth
functioning of the organization. By using such approach, I always try to give more emphasis
on the talent, creativity, and skills of subordinate. It also provides opportunity to me in
recognizing and determining the potential of people for becoming future leader in the
organization. Moreover, it also promotes various dimensions of learning and growth in
relation with communication. The reason behind considering me a participative leader is that
I make use of the authority whenever it is needed. I also think that using this model helps me
in interacting with the people properly. It also assists me in identifying changes that are
required in the workplace for better functioning. I also feel that I am better in delegation as I
am able to see the knowledge of people and delegate some of the leadership responsibility to
them. I also know that I am not an expert and 100 per cent effective in all these aspects of
organization but I always welcome the inputs from all the other leaders and employees for
helping them to come up with solution (Cunningham, Salomone and Wielgus, 2015). I also
believe that effective leadership and management begins with self-awareness. It means that a
leader is required to work hard by properly understanding the strengths and weaknesses
model. After knowing my strengths, I founded that I have a strong sense of core values for
practising a higher level of professionalism. I also think that integrity is the essential skill
attach with effective leadership and management. Integrity, according to me is keeping our
self-attaching with each task whether it is big or small. Therefore, keeping the work to
yourself as well as other is the required skill for a leader according to me (Iqbal, Anwar and
Haider, 2015).

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Personal development plan that will facilitate the increased level of effective leadership and
management
What are
my
developm
ent
objectives
?
What activities
do I need to
undertake to
achieve my
objectives?
What
support/resources
do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
Active
listening
 Group
discussio
ns with
all the
team
member
 A proper
meeting
with staff
members
.
 One on
one
discussio
n with
the
members
so that
all can
share
their
ideas.
 People for
the meeting.
 A proper
room for
active
listening and
effective
meeting.
 questions to
discuss in
such
meeting.
Right after the
meeting, the
target date for
achieving the
objectives is
one or two
months.
Approx. one
month after the
discussion
Problem-
solving
skills
 Collectio
n of data
and
putting
all those
facts for
solving
problem.
 Dealing
of day to
day
problems
 Assistance
of staff
members
and all the
team
members
that are
facing
problems in
organization
.
 Support of
It is possible
that solution to
the problem is
required instant
or after some
time.
Therefore, the
target date for
achieving the
target depends
on the
complexity of
The actual date
for achieving the
objectives is ten
to fifteen days
after taking two
or three
problems.

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and
learning
methods
and way
to solve
problems
.
 By
dividing
the
problems
into
small
parts so
to
understa
nd the
problem
in depth.
upper-level
managemen
t for taking
initiative for
solving
those
problems.
 Necessary
techniques
required for
research
and data
collection.
the task.
decision-
making
ability
 By
exercisin
g various
parts of
the brain
and
working
on
somethin
g
technical
.
 Hanging
out with
different
people of
different
ages.
 Taking
training
for
understa
nding the
importan
ce of
decision
making
in
 Support of
team
members in
order to
support their
ideas with
certain facts.
 Peoples
from
diversified
background
in order to
get different
ideas.
 The
estimat
ed
target
for
achievin
g the
target if
around
one to
two
months.
 Actual
date for
achieving
the
objective
is by the
end of
April.

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organizat
ion.
stress
managem
ent
 Hosting
of
mindfuln
ess
worksho
p in
order to
reduce
the
anxiety.
It will
effectivel
y help in
reducing
the
stress in
organizat
ion.
 Will start
taking
break in
some
few time.
 Sharing
of
responsi
bility is
also one
such
activity to
cope up
with
stress.
The
small
changes
will help
in a great
way to
reduce
stress.
 Requiremen
t of
meditational
practitioner.
Besides this,
it can also
require the
meditation
app such as
headspace
in order to
get relief
from the
stress.
 Skilled
and
compete
nt
person
to take
responsi
bility for
sharing
the
stress.
 Targ
et
date
for
achi
evin
g
the
obje
ctive
is by
the
end
of
April
or
May
mon
th.
 Actual
date
for
achie
ving
the
object
ive is
just
fifteen
days
after
taking
the
medit
ation
class
es.
 Brainstor
ming
 Requiremen
t of
 The
estimat
 The
actual

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Intellectual
skills
exercise.
It will
lead to
thinking
of all the
innovativ
e
solution
until it
will reach
to the
final
conclusio
n
(Hernánd
ez, 2017).

Sessions
and
seminars
. It will
lead to
thinking
of all the
possible
ideas
that will
assist it
in getting
viewpoint
s of the
different
people.
supporting
staff who will
help in
effective
seminar and
discussion.
 Support of
peers
 Team and
group
members for
ensuring the
effectivenes
s of
brainstormin
g exercise.
ed
target
date for
achievin
g the
objectiv
e is end
of
March
that is
31st
March.
date for
achieving
the
objective
is 31st
March.
Creative
and
innovative
skills
 Preparin
g and
Asking
dynamic
and
complex
question
s
 Commun
icating
properly
with the
staff
members
 Requiremen
t of laptop or
copy pen for
writing
complex
questions
for the team
members.
 Support of
team
member for
effective
communicati
 The
estimat
ed
target
date for
such
task is
15th to
30th
April.
 The
estimated
target for
the
completio
n of this
objective
is the 20th
April.

HUMAN RESOURCE MANAGEMENT 7
so that
they will
share
their
ideas. It
will help
in
thinking
out of the
box
regardin
g that
idea.
on.
2)
Motivation at Tesco organization
The motivation of employees is straightly proportional to their satisfaction within the work
environment. It is true that Tesco is one of the leading retailers in UK. As per Herzberg
theory of motivation, Tesco aims to motivate the staff member by putting emphasis on the
hygiene elements by providing satisfaction. It motivates by empowering the staff and doing
timely interaction through communicating effectively. Tesco also satisfies the employees by
rewarding and providing good incentives to them. Maslow’s hierarchy theory also states
people get motivated when they're lower, as well as higher level needs, are satisfied in the
organization. Tesco is also well known for providing higher payment to its staff members.
Besides this, Tesco also rewards the staff members as per Taylor’s theory. In Tesco, the
salary package of employees is motivational factor. Except this, some non-financial factors
also motivate the people such as improvement of personal skills & knowledge, promotional
activities in the firm as well as desire toward serving people in best manner. Using such
motivational measures, Tesco has gained huge success and a great position. It has also proved
the motivated the happy staff members at Tesco organization.
In this way, Tesco is able to use the theories of motivation in an effective manner. Tesco as a
private firm is able to get the maximum amount of profit for its brand as well as for its staff
members. By satisfying its staff members through rewarding the non-monetary and monetary

HUMAN RESOURCE MANAGEMENT 8
bonuses, it is able to motivate its employees effectively (Lancaster and Massingham, 2017). It
is also one such reason for Tesco achievement of all the goals by improving its workers
quality. Failure to motivate the employees will lead to dissatisfaction with the job they
perform, and hence they will be incapable of serving the clients with commitment and
honesty. It believes that motivation of employees is the key to its growth and success. Due to
this reason only, it is growing well in various parts of the country including UK.
Communication at Tesco organization
In Tesco, communication is founded to be the major element of its talented and skilled staff.
Tesco enables the face to face discussion with all its seniors and executives as well as
allowing them for interacting on internet (Quirke, 2017). Line manager also holds time to
time meeting with the team members in order to update them about the current happening. As
per the changes, it communicates well with people through training programs. In order to
communicate in a better way, it has also initiated the model of 360-degree feedback. This
scheme helps the employees in their own personal development plan through the feedback
plan. This significant feedback to all the staff members supports and help them for their
personal development (Peeroo, 2019).
For ensuring supportive communication, Tesco should bring more effectiveness in its social
media platform. For improving internal communication, it should also implement the social
collaboration solution that will help in giving access to the one platform for communication.
It will also assist in bringing all the people, process, and data together by enabling the
problem solving and more effective decision-making. It is true that video conferring is a great
tool in recent time (Bai and Qin, 2016). Using such activity, it can also effectively collaborate
and can discuss the issues.
In addition, the company also need to periodically communicate their vision, mission and
philosophies so as to encourage more and more number of employees and help them to steer
the continuous wheel of success. This will not only help in driving performance but also
benefit employees to navigate into the future perspectives.
Empowerment at Tesco

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The Tesco effectively uses this element. Tesco is the biggest grocery store in UK by
employing around 2 80,000 people. In addition to this, Tesco is also able to empower all its
team members in order to make decisions that are required for accomplishment of the task. In
Tesco, leaders only decide or set the goals, and team members make their decisions by
themselves regarding how to achieve the objective (Wood, Wrigley and Coe, 2016). These
initiatives also motivate all the team members and bring out the expertise from them. The
democratic approach of leaders also empowers the employees to give their best in every task
(Samantarn and Sharma, 2015). Tesco means to persuade its representatives both by focusing
on cleanliness factors and by empowering satisfiers. In some situations, empowering teams
will help them in making necessary decisions in respect with most of the tasks.
Recently, it is also founded that Tesco has signed UN women’s empowerment principles in
order to achieve gender equality. In this empowerment initiative, it will also collaborate with
the other organizations in order to bring progress. “Equality in gender” is one of the key
aspects of Tesco’s human right empowerment strategy (Schuster and Maertens, 2015). This
will establish the brand image of the company to a distinct place over the globe. In addition to
this, it can also empower its employees by providing more quick feedbacks.
Conflict management at Tesco
It is founded that Tesco is one of the leading supermarkets in UK by solving all the conflicts
effectively. Whenever any conflict occurs at Tesco, it first seems to understand the situation
properly by investigating all the issues. After understanding the situation, it tends to
acknowledge the problem. It believes that acknowledging the concerns as well as frustration
is the essential step in resolving conflict. After getting all the points of conflict, it listens to
both the parties carefully who are involved in such activity (Elg and Hultman, 2016).
Communication is done openly by allowing both parties to express all their viewpoints. It
helps in finding out the real issues that are causing conflict. In the end, it reviews all the
circumstances and makes the decision properly.
An effective example of conflict management is also founded in Tesco. There was a time
when Tesco, as well as its suppliers, had been locked in the increasing wholesale price. It is
because Unilever wanted to compensate it for the sudden drop in the pound value. When
Tesco has stopped for the increment, suppliers also stopped delivering the products. This has

HUMAN RESOURCE MANAGEMENT 10
solved the problems in UK as well as Ireland. It has taken several initiatives to resolve the
conflicts and taking backing most of the loved brands back. In this way, it can be proved that
Tesco is able to effectively resolve all the conflicts (Chaplain, 2016).
In addition to this, it should start solving the conflicts by appointing proper team who will
solve the conflict (Wilshaw, 2018). Establishment of conflict cell in organization will make it
easier for the employees to bring out their issues. With elimination of these issues, an
organisation can ensure to be function on right track towards achievement of strategic goals.
In addition to this, it can also adopt some strategies for conflict management.
Team effectiveness at Tesco
Team effectiveness is that an output team which achieved satisfy or surpass standard of
quality, quantity and timeliness. Improving work team effectiveness benefit an organisation
to increase the likelihood that teams will succeed by establishing goals and priorities. In any
organisation, team effectiveness can be raised setting of team goals as well as consider four
things so that teams will gets motivated by the respective goals (Hoda and Murugesan, 2016).
Firstly, there should be high autonomy in a team to attain important goals. Furthermore, there
should be empowerment with the team with control over resources to accomplish the job.
Third, all the team members is required to provide structural accommodations which gives
them the ability to change various practices and policies in order to meet extended goals. In
last, the members of team members need to be given the power of bureaucratic immunity to
approve changes without consulting with the managers.
Tesco realise the importance of global teams in sharing of best practices where the teams
came together including their diverse background perspectives and experiences benefit the
corporation to gain deeper knowledge of products and services. In Tesco, many teams come
from diverse cultures and it cause difficulty for one another to communicate effectively.
Tesco recognised that business strategies that were successful in the UK would only be
effective if they were amended to the local market. Team level is the average level of
experience and ability on a team. However, Tesco adopt various innovative strategies that
promotes encouragement and team work in the working culture and thus raise team
effectiveness. With using of democratic leadership style, the management if Tesco ensure that
each employee voice is heard during the course of decision making. To enhance team

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effectiveness, the management is required to appoint leadership roles to individuals in the
company so that all will be clear about their roles and responsibilities in application with the
strategic decisions.
Hence, implementing various practices related to team effectiveness help Tesco to foster
creativity and learning where each team member offer unique perspective in response to
effective selling solutions. Moreover, it also lead to building trust and strong relationships
that will allow various creative ideas to be emerge. In last, it also lead in building trust and
developing of strong relationships.

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