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.
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Running head: LEADERSHIP AND MANAGEMENT Leadership and Management Name of the Student Name of the University Author notes:
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1LEADERSHIP AND MANAGEMENT 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.
2LEADERSHIP AND MANAGEMENT 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
3LEADERSHIP AND MANAGEMENT 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 concerneddepartment.Positiveleadershipbehaviourischaracterisedbyagreatdealofunderstandingand 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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4LEADERSHIP AND MANAGEMENT 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.
5LEADERSHIP AND MANAGEMENT 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.
6LEADERSHIP AND MANAGEMENT Assessment 3 Coaching phaseActivities/ questions IntroductionSummarise the reasons for the coaching session from your point of view: ï·The coaching session is needed since Pat was one of the most efficient members of the sales team. ï·He has been one of the key performers of the organisation and can help other employees in gaining confidence and motivation. ï·The aim of session would be to help Pat recover the issues that is being faced by Pat. ï·As Pat is one of the star employees of the company, there are huge expectationsassociatedwithhisperformance.Furthermore,the balancedscorecardPatshowsfavourableresponsefromthe customersandthemanagers.Thuscateringtohisemotional intelligence. Ask Pat for input, to describe own perspective: ï·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. GoalAsk questions to establish Patâs understanding of performance expectations, personal goals and aspirations: ï·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. ï·His performance has been favourable thus he can be suitable for managerial posts of the company. He aspires to acquire managerial posts.However,lackofemotionalintelligencecanhinderhis performance. RealityAsk questions to establish the understanding of: ï·TherealgapbetweenPatâsperformanceandexpectations/ performance goals; oPatsâ performance targets have been achieved in the past. However, the same is not been carried out effectively in the present. oEven though his customer and managerial records are favourable, the peer reviews are not up to the mark. oHe 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. ï·Potentialobstaclestoachievement,suchasPatâsEIskillsand personal/ work/ situation:
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7LEADERSHIP AND MANAGEMENT oLackofacceptanceformthecolleaguesleadto hindrance in achievement of emotional intelligence. oLack 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. oPersonal problems that are being encountered by Pat canleadtohindrancesinimplantationofthe 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: ï·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. ï·Help encourage Pat to be involved in team building activities. ï·To offer services of one on one counselling. WillAsk questions to establish Patâ s willingness to agree to concentrate and time bound measures to improve performance: ï·Participation in the activity would help the organisation mitigate the issue arising out of lack of a sense of a team. ï·Thus the management should try to motivate responses form Pat since he is one of the most efficient sales personnel that the company had. ï·Relieving Pat of some pressure and ensuring him that he is valued by the company.
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