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Leadership & Management Development

   

Added on  2019-12-03

16 Pages5186 Words163 Views
Leadership and ManagementDevelopment

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................11. Defining leaders and managers in the new organization.............................................................12. Issues of LMD..............................................................................................................................23. Major issues in the organization..................................................................................................44. Company strategy........................................................................................................................55. Ways to fit approaches to LMD strategy.....................................................................................66. Ethical and professional consideration made for planning approach..........................................67. Issues in choosing certain LMD method.....................................................................................88. Most appropriate method.............................................................................................................9CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11

INTRODUCTIONFor the success of any organization, Leadership and management training holds highimportance. Leaders are very important for in the organization as they are helpful in motivatingand inspiring employee's. On the other hand, manager are helpful in preparing plans,coordinating projects and organizing which is very essential in achieving the organizational goalsand objectives. Managers are responsible for constituting selection and recruitment of candidateswho possess skills which will help the organization to grow (Carmichael and et.al., 2011). On theother hand, leadership development helps in developing qualities like confidence, flexibility,effective communication and in motivating employees which helps the firm in achieving thegoals and objectives. Leaders focus on providing combining all management personnel workingin the organization. The stated line was given by kotler. Leader do not only focus on improvingemployees reliability and credibility, but they also focus on building skills which are required inleadership and also focus on developing their capacity in order to promote leadership in thefuture for the organization. Present report is about based on a case scenario which mainly focuseson leadership and management development. Further, it also includes the issues which arises inLMD, ethical and professional considerations which should be made for planning approaches.Moreover, it also covers issues around choosing certain LMD methods. Lastly, it covers the bestmethod which can be adopted in LMD.1. Defining leaders and managers in the new organizationLeader is a person who provides guidance and proper support to its members so that theybecome capable enough to achieve the desired goals. Leaders are like inspiration under whoseguidance individuals can learn the way to enhance their skills (10 Roles of a Manager, 2010).There are many types of leaders who have different types of skills and can adopt different typesof styles in order to achieve their desired goals and objectives (Herman, 2011). Manager is a person who has got the responsibility to control as well as administer thegroup or staff present within an organization (Simkins, 2012). For this purpose there are differentmanagers who set objectives, organize, motivate, establish targets, etc. In addition to this, theyare the one who are involved in recruitment and selection process (Trehan and Pedler, 2009).Moreover, they provide over all direction to the employees or to any level. They set up goals,1

mission, vision and objectives. In simple words, they set up strategies which would help theorganization to grow. Over it can be said that they work for the betterment of the firm so thatthey could provide satisfaction to their customers by understanding their needs and wants (10Common Leadership and Management Mistakes, 2011). Further, they also adopt differentstrategies which will be help in using the resources in such a way that they could provide highquality services with the help of limited resources. With the expansion in other countries, leaders and managers of Leyland holds a verycritical role concerning to the increase in productivity and sale of the organization. Theresearchers inspite of knowing the fact that motivational level of employees are low; they aretrying their best (Anderson and Anderson, 2010). The leaders are very efficient but the managersare not adopting any kind of effective strategy which would help in motivating the employees.All the managers in this firm are demotivated and are not performing their job efficiently.Owing its origin in UK, BDM – an organization of industrial research and developmenthas strength of 800 employees with its major branch being India. One of the main strengths arearound identifying new product opportunities in emerging markets and developing products to fitthese. BDM employees have been expected to be innovators, entrepreneurs, team builders,adaptive to change, business focused and accountable for results. But the problem is that they donot have effective leaders who could guide and support employees so that they could enhancetheir skills (Simkins, 2012).In a crux, Leyland has inefficient managers but efficient leaders. On the other hand, BDM hasinefficient leaders but have effective managers who implements 360 degree feedback method.This is as company take the help of the peers in order to judge the overall performance whichthey have contributed throughout the year. With merger of both this firm, they will get effectiveleaders and managers (Pinkerton ed., 2011). In addition to this, it can be articulated that Leyland technologies was adopting autocraticleadership style. According to this leadership style all the major decisions are taken by the topmanagement, they do not involve employees. Through this leadership style the employees getdemotivated and they have to follow all the policies or rules given by the top management. Thereare many negative effects due to this leadership style. The performance of the employees isreduced as they feel neglected from the organization as they are not involved in decision making.2

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