Leadership and Management

This study material explores the concepts of leadership and management. It covers topics such as personal SWOT analysis, stressful experiences, triggers, management of emotions, actions to improve emotional intelligence, and more. It also provides solutions to workplace issues and coaching strategies. Study leadership and management with Desklib.

Running head: LEADERSHIP AND MANAGEMENT
Leadership and Management
Name of the Student
Name of the University
Author notes:

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ASSESSMENT 1
Introduction
Two years ago, around the end of the month of March I was associated to a medium scale SME. I was working
as a management trainee in the advertisement wing of the marketing division. The characteristic of my job was to
develop ideas for print advertisements. The company that I was associated to, was not that reputed and it operated in
marketing outsourcing activities. Out of the various tasks and roles that were available in the company, I was
delegated with the job of fulfilling the role of an advertisement developer. At that time I was in dire need of extra
pocket money and thus was obliged by the opportunity to carry out operations in a creative field. From early
childhood I developed and affinity towards creative activities. I was obliged with the opportunity to work in what I
love to do. However, the experience was not similar to my level of expectation.
1. Personal SWOT analysis
Everyone has certain flaws and strengths. One should be able to learn from their flaws and failures as it helps the
individual in understanding the realities of life. One has to realise that things always do not always go as they expect.
It is the quality of a strong individual to overcome their failures in life and develop better personalities by learning
from the past experiences. The strength of the individual is their quality for which they are appreciated and they
should identify the scope to improve further past failures and utilise the same to become better individuals. I have
been able to identify my personal strengths and weaknesses during and have presented the same using a personal
SWOT analysis.
Strengths: I take pride in my creative abilities. Even though I have not received formal education in any form of fine
arts or sketching I am able to reflect what I feel on paper with great effectiveness. Furthermore, I possess the ability to
think out of the box and can come up with solutions for issues I have come across. I am an emotional individual and
that lets me develop deep understanding in what I am involved in. I am respectful about different cultures and pay due
attention to multiculturalism.

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Weaknesses: I have identified being emotional as a strength. However, I have also realised that it is one of my biggest
weaknesses. On instance I have let my emotions get the better of various situations. I have not been able to control my
emotions on cases and that led to a great deal of embarrassment on several cases. My emotions were responsible for
the loss of rationality on various occasions.
Opportunity: I have identified the opportunity to capitalise of new realms of management with the current course that
I am pursuing. It will help in developing better managerial and interpersonal skills. In order to achieve my future goals
I would have to ensure that I stay aligned properly to the courses that are being offered by my institution.
Opportunities are also presented in the form of jobs in the field of marketing.
Threats: While ambitiousness can be deemed to be a strength, the same does not apply to me. I have found that I have
showcased overambitious qualities on various instances and I have realised that it is due to the high degree of
expectations that I have.
2. Stressful experiences
During my tenure as a management trainee working in the advertisement division of SME, I encountered various
stressful and anxious moments. I have realised that all the stressful situations where encountered by me as a result of
high expectations from my end. There was a scenario when the company would select the best print advert for a
selected projects. I worked to my full potential. However, my project was not selected by the management. I felt that
the project developed by me was better in all aspects than the one which was selected. I felt devastated and went to
depression. I interpreted it as bias towards the existing employees and also felt discriminated was overlooked on
various instances. I began doubting my abilities and could not focus on my work. I felt that I was being overlooked
since I was just a trainee and not even a graduate.
3. Triggers
I have realised that I am highly affected on incidences of injustice and discrimination. I have personally been affected
by the aforementioned activities and despise the same. The results of these factors was responsible for my termination
form the organisation. I have been affected to a great extent and thus have decided to careful regarding dealing with

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the triggers. I have started meditating to control my emotions and have realised that the inability to fulfil expectations
result in dissatisfaction. I tend to behave rudely with people when affected by the aforementioned factors thus I am
firm on avoiding both.
4. Management of Emotions
Realisation of ethical communication is one the most noticeable aspects that come into consideration while talking
about controlling of emotions. The other aspect that comes has to be considered while controlling emotions is ethical
consideration that work within an organisation.
5. Actions to improve emotional intelligence
In order to improve my emotional intelligence I should be able to identify the activities or instances through which I
get stressed. I would further have to develop the ability to control my emotion, control negativity and should develop
the ability to recover form shocks.
ASSESSMENT 2
Answer 1
The issue that resulted as the outburst of the Store manager was unethical. Such behaviour is not expected for
the part of a leader. Issues such as demotivation and incidence of attrition has been the result of the outburst. The most
appropriate way to communicate a resolution plan is through an email with approval form all the executives of the
concerned department. Positive leadership behaviour is characterised by a great deal of understanding and
cooperation. Positivity is the key to favourable leadership. Thus, the latter must be included in the mail to bring it to
notice.
It was evident form the scenario that manger failed to abide by the principles of emotional intelligence.
Principles such as the capability to manage conflict, empathy and self-control were lacking in the behaviour of the
manager. The store manager should have realised that it was not the fault of individual mangers and should have
understood the issue properly before acting in the way she did.

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The outburst form the part of the manger resulted in demotivation of the employees of the store. Some
managers decided to resign from their positions and some mangers put undue pressure on the pressure created by the
store manager.
Answer 2
Cases relating to misinterpretation of information in diverse workplaces result due to gaps in communication
and understanding. One has to realise that people belonging to different cultures are subject to varied upbringing that
can result in varied behavioural approaches of different people. It must be acknowledged that what might be suitable
for one culture might be completely odd for the other. Thus, the expectation that is associated to behaviour of certain
members of a diverse workplace should be moulded.
The employee who raised the concern of behaviour of their colleague should be made aware of the implications that
result in cultural differences. It should be made clear to the employees belonging to different cultures will behave
differently to different situation. Furthermore, the ethical consideration of different people belonging to different
backgrounds should be enumerated to the employee in order to resolve their specific grievance.
By organisation seminars and programs related to the importance of intercultural communication and should raise
awareness regarding the importance of recognising and utilising the efficacy of people belonging to different cultural
backgrounds. The teams should be educated about the rationale behind the action of people belonging to different
cultural backgrounds.
Answer 3
The employee who has showed unwillingness to contribute the team building exude an unwillingness to contribute the
managerial ideas. In order to resolve the issue effectively and without disturbing interests of the employee, decisions
should be passed that helps the management establish the importance of the principles of emotional intelligence. By
catering to the principles of empathy, adaptability and self-awareness the employee should be dealt with as required.
In order to engage the employee in team activities, the needs of the employee must be identified. Identifying the need
that motivates the employee will help in devising a strategy that will help in engagement of the employee.

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Furthermore, the employee must be given freedom to fulfil their role without any hindrance. No management
intervention will imply that the employee will develop a feeling of trust and thus they would be willing to cooperate
with the management.
While implementing the desired plan, I should be aware of the reasons that can lead to such behaviour. I should be
able to channel my stress productively in order to ensure that the issue are mitigated. The needs of the employees can
be identified by referring to the hierarchy of needs proposed by Maslow.
Answer 4
There exists a direct correlation between emotional effectiveness of people and the attainment of
organisational activities. The management should be aware that they must trigger emotional attachment and
engagement in order to motivate performance form the employees.
It is said that an employee is emotionally attached to attainment of the organisational goals once they are
engaged. Once the employee are engaged they would develop the level of commitment and urgency related
the needs of the organisation.
In order to effectively manage employee emotions and engagement to the goals of the company the
managerial personnel must develop policies through which they can implement team effectiveness.
Furthermore, policies and guidelines relating to the protection of interest of the employees should be
established and implemented. The emotional consideration should be present within the decision making
framework of the organisation.
In order to satisfy the internal and external needs of managing emotions at the workplace, various procedures adhering
to the protection of rights and interest policies should be incorporated.
The business decision should be implemented according to the rules established by the Work Health and Safety
legislations. Abiding by the regulations will result in acceptance and appreciation from the employees concerned.

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Assessment 3
Coaching phase Activities/ questions
Introduction Summarise the reasons for the coaching session from your point of view:
 The coaching session is needed since Pat was one of the most
efficient members of the sales team.
 He has been one of the key performers of the organisation and can
help other employees in gaining confidence and motivation.
 The aim of session would be to help Pat recover the issues that is
being faced by Pat.
 As Pat is one of the star employees of the company, there are huge
expectations associated with his performance. Furthermore, the
balanced scorecard Pat shows favourable response from the
customers and the managers. Thus catering to his emotional
intelligence.
Ask Pat for input, to describe own perspective:
 It was evaluated interpreted form the discussion with Pat, that he was
feeling pressured. The pressure resonated to his work repertoire. He
was experiencing stress from the management. He was constantly
feeling stressed along with personal problems that resonated into the
work. He was responsible to motivate other employees. The latter was
not possible due to his emotional and mental issues.
Goal Ask questions to establish Pat’s understanding of performance expectations,
personal goals and aspirations:
 The rationale behind the session is to understand the problems that
have been experienced by Pat. Since he is one of the most valued
employees of the company, it is need of the management to ensure his
wellbeing.
 His performance has been favourable thus he can be suitable for
managerial posts of the company. He aspires to acquire managerial
posts. However, lack of emotional intelligence can hinder his
performance.
Reality Ask questions to establish the understanding of:
 The real gap between Pat’s performance and expectations/
performance goals;
o Pats’ performance targets have been achieved in the past.
However, the same is not been carried out effectively in
the present.
o Even though his customer and managerial records are
favourable, the peer reviews are not up to the mark.
o He has lacked in training participation. It is one of the
most important factors of development of the sense of
team belongingness. However, the absence of the same
was witnessed.
 Potential obstacles to achievement, such as Pat’s EI skills and
personal/ work/ situation:

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o Lack of acceptance form the colleagues lead to
hindrance in achievement of emotional intelligence.
o Lack of participation in training programs. This leads
to lack of involvement as a team and thus a sense of
being involved in a team is not present.
o Personal problems that are being encountered by Pat
can lead to hindrances in implantation of the
managerial plans of emotional intelligence training.
Option/
Opportunities
Ask questions to Pat to generate options or opportunities to help achieve
goals and close performance gaps:
 The management can ask Pat for recommendations through which his
issues will be resolved. Establishment of clear communication would
be termed as one of the most crucial elements in helping Pat solve the
persistent issues.
 Help encourage Pat to be involved in team building activities.
 To offer services of one on one counselling.
Will Ask questions to establish Pat’ s willingness to agree to concentrate and time
bound measures to improve performance:
 Participation in the activity would help the organisation mitigate the
issue arising out of lack of a sense of a team.
 Thus the management should try to motivate responses form Pat since
he is one of the most efficient sales personnel that the company had.
 Relieving Pat of some pressure and ensuring him that he is valued by
the company.

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