Leadership and Management in Practice for THS9 & THF20

This report evaluates the influence and impact of the political and social environment on an organization in the early years sector. It analyzes leadership and management in Little Stars Preschool and explores the macro and internal environments. The report also reflects on personal experience and examines the culture and standards of the organization.

Leadership and Management in
Practice for THS9 & THF20
Word count: 2980
10/06/2020
Table of Contents
Title Page
Table of contents
Executive summary
Main Body
Conclusion
References

Learning Journal
Executive Summary
In this report, I will evaluate the influence and impact of the political and social
environment on my organisation which is in the early years sector. I will also be
analysing roles and responsibilities which enable effective organisations by giving an
explanation and analysing leadership and management in Little Stars Preschool (this
was agreed with the management to disclose their name.). I will be integrating
nursery values and mission within the practice. And finally, I will explore the macro
and internal environments by including opportunities, threats , strength and
weakness and approaches to problem solving to support any change that can

happen in the organisation. In addition, I will reflect on my personal experience about
leadership and management in the nursery. The external and internal factors along
with the culture of the organisation and standard will be examined throughout.
The early years and childhood code of practice says that ‘’the basic principle is that
the interest of the child is placed before all else.’’(Early years & childcare code of practice |
Voice the union, 2020)
Leadership meaning is now widely accepted to be one of the key elements in a high
profile organisation. It is also becoming an increasingly popular topic of research and
discussion amongst the professionals in the education system.
Leadership in an early years setting is not an easy job, individuals find themselves in
the position with no training or support. Leaders are more proactive, want to get
things done correctly by meeting the requirements and that everything around the
nursery is running smoothly. With the right leadership in place, staff feel safe, they
will know they will feel valued and able to share opinions regarding the nursery. Staff
can take risks without fear of their innovation and creativity. (Morton, 2020)
Educational settings are mostly adopted and/or adapted from the leadership models
appropriate in the business world. It's very confusing for people working in the
educational field. This is because the models adopted may not give answers to the
question which comes from reality in which the director and staff in an educational
work.
I do not work as an employee but I do work as a volunteer in the nursery for a few
hours a day, established by the current owner in 2017, they look after children aged
from 3 months to 5 years and opening from 8.00 am to 6.00 pm as to benefit all the
parents who goes to work or studies. The owner has 10 years of experience in the
field along with the manager who also had 10 years experience. They currently have
5 staff members who have different levels of experience and qualification in the
childcare setting as the nursery is still growing and new staff will be recruited. My
role is volunteering in the setting, I have to demonstrate how the setting involves
children, parents and the community at all times.
Preschool Perception:
“By partnering with parents, build positive relationships with children and the
community to bring out the full potential of their children within an enriching
environment.”
In a typical nursery environment there are leading roles from supervisor to
managers. Solid leaders implies that those who are running and learning as

apprentices, or nursery nursery nurses looking to get to the next level in their careers
would get help by those in senior positions. Working with young kids is a satisfying
and fulfilling task because we are about to create positive changes for them.
Leadership means different meaning to different people, the following are two
example of definition of leadership:
The behaviour of an individual when directing the activities of a group toward a
shared goal can be described as leadership (nci.nih.gov accessed on 12.03,202)
Motivating a group of people to act toward achieving a common goal is also an art of
leadership.(mindtools, accessed on the 12.03.2020)
The early years compromise each staff with different experience, range of personnel
training and qualification. Female and young and inexperienced staff working in the
sector emphasises that leadership is multi professional context.
In the setting, we have 7 female staff and 1 young apprentice male staff, he felt
sometimes being intimidated by female dominating staff.
Definition of Reflection:
Wavefront at an interface between two different media is the change in direction of
reflection. So that the wavefront returns into the medium from which it originated.
(wikipedia)
Reflexivity is the fact of someone being able to examine reactions, his or her
feelings, and motives and how these influence what the person door thinks in a
situation. (cambridge dictionary).
Change of leadership will be able to influence and help others throughout their
personal skills and vision, and to give access to build a strong platform for any
changes. Leaders often see leadership as a key to successful change in the
organisation. (Change Leadership - What is it? Definition, Examples and More,
2020)
There is a difference between managers and leaders, one being how they deal with
the changes of organisation. The boss may have a different vision to a manager's
vision. The manager fears that changes may structure the way the staff work, while
bosses embrace the change because they know that change leads to a new way of
accomplishment. (4 Important Reasons A Leader Embraces Change | Bill Hogg,
2020

Graham Gibbs developed Gibbs reflective cycle in 1988 which gave structure
learning from experience. The frameworks help to examine experience allowing us to
learn and plan from things that went well or not well in an organisation.
For my essay, I will use the Knott and Scragg reflection model as I found it easy to
answer the question set by the author.
Continually working and studying to improve the leadership skills is what makes a
good leader. We must know and do certain things to inspire someone working under
higher ground of teamwork. These don't come naturally but through continual work
practice.
The director of the nursery does set up goals for the month for each room in the
nursery and new guidelines sometimes will be added to the service of the
organisation. As this shows that goals and objectives have been put in place in
order for the staff to work towards. By doing this, new parents will join the nursery.
Manager is important in the running of the business. She is responsible for things
getting done on time through the staff by helping them to achieve their goal by the
deadline provided and by working together with them. She also acts on behalf of the
owner in making decisions, and providing slots for the staff as well as doing
administrative work. She also manages staff to ensure that corporate values are
maintained.
The macro environment is the influence that affects the whole economy rather than a
particular sector. It consists of demographic, political, legal, social and technology.
This Can affect the business and also the government regulation. How much
influence does this make depends on how interlaced the company is. The economy
is one of the factors which will slowly affect business. Consumers can be affected by
the economy on what and how frequently they spend the money on.(Frue, 2020)
While currently doing this report, the nursery is closed which affects a number of
factors due to government temporary regulation on closing the education system due
to coronavirus.
A PESTLE is a framework or tool used by marketers to monitor and analyse the
macro-environmental which is also known as the external marketing environment,
factors that have an impact on an organisation. The result of PESTLE helps to
identify threats and weaknesses which are used in a SWOT analysis in the nursery.
(Academy, 2020)
External environment: when the manager uses external factors to encourage her
team to do what she wants to achieve from the staff. For that, our manager will
consider time off for the staff who do longer shifts. Common factors that influence
our organisation are customers, social, competition, political and economy. Even if it

occurs outside of the nursery, they can have influence on the current growth.
(Internal & External Factors That Affect an Organisation, 2020)
Internal environment: it's all about what's happening inside the nursery. The
manager interacts with staff and motivates them to get a great deal of satisfaction
and motivates them towards their goal. Factors associated with the organisational
culture, style of leadership and the mission statement are factors typically associated
with the internal environment. Changing these factors will have an impact on the
organisational well being.(Internal & External Factors That Affect an Organisation,
2020)
In our nursery, each and everyone is different as well as their motivators. So our
manager gets to know what motivates them using both external and internal factors.
SWOT was invented at Stanford Uni in 1960 and 1970 by Albert Humphrey. Its
strategic planning used by an organisation or a person to identify strengths,
weakness, opportunities and threats in relation to a company for planning a project.
Strengths and weakness are mostly related, while opportunities and threats
commonly focus on the external environment. The name is an acronym for the four
parameters the technique examines (SWOT analysis, 2020):
● Strengths: aspects of the business that give it an advantage over others.
● Weaknesses: characteristics of the business that place the business at a
disadvantage relative to others.
● Opportunities: elements in the environment that the business could exploit
to its advantage.
● Threats: elements in the environment that could cause trouble for the
business. (SWOT analysis, 2020)
There are advantages and disadvantages for conducting a SWOT analysis. This
analysis helps the Little Stars Preschool forecast or predict changing trends that
benefit the decision making.
STRENGTHS WEAKNESS
● Garden access
● Easy to access to public transport
● Information on the nursery
website
● As a good reputation
● New equipment and toys
● Booking for extra hours must be
24hours
● Price depends on the age of the
child
● Friday and holiday are really
quite
● Lack management skills
● Parents need to provide pack
food for kids

OPPORTUNITIES THREATS
Nursery open from 8am to 6pm
Attract parents who goes to gym as its
next door
Details price plan
New setting opened nearby
Lack of staff
Lack of technology available to kids
(SWOT Analysis for a Day Care Center, 2020)
This SWOT analysis can be limited because it doesn't prioritise issues as well as it
doesn't give a solution and also restrict making decisions. A detailed SWOT analysis
can help the Little Start Preschool to exploit the opportunities internal strengths than
competitors.
Organisational structure is to show how certain activities are directed in order to
achieve the goals of their organisation. They include responsibilities and roles. It also
determines how information flows between levels within an organisation. Effective
leaders bring people together and enable employees to work together to achieve a
common goal. (How Organisational Structures Work, 2020)
The following is my workplace organisational structure:
Area manager
Owner
Manager
Deputy Manager
Room Leaders
Childcare Assistant
In Little Stars Preschool, we have a bureaucratic structure with a narrow span of
control, it's easy to identify who is under who and to whom to complain in an
emergency if someone is not available on the day of the complaint. They adapted
this structure, as my workplace it's a small company with not many staff and they
also displayed on the notice board with their names, photos and their qualifications
which can be read by the parents. Proper model of leadership by regarding effects

of cultural backgrounds (1997), which reflect the crucial role of culture in determining
leadership style was founded by Smith et al.
Leaders have to apply appropriate ways of leading which work in different climates
because culture of an organisation is a very decisive factor. The crucial point is the
effect is not directly except in the way in which a leader becomes a pattern for
followers. (Understanding and Developing Organizational Culture, 2020)
Leaders don't change the culture but employees may play a role in changing climate.
So, the leader is not influencing culture. Different ways of studies shows that the
effect of leadership in shaping culture is noticeable. Leaders apply some policies
which can affect culture. (Understanding and Developing Organizational Culture,
2020).
The Cultural Web was developed by Gerry Johnson and Kevan Scholes in 1992. It
analyses the model where the organisational paradigm, convictions and assumptions
within an organisation are clarified by means of a coherent whole of six elements.
(Using cultural models for changing
corporate culture - Change Factory, 2020)
I observed the following in my work pace:
Organisation structure:
● most of the staff do not have enough knowledge to effectively manage on
their own as their apprentice
● Teams member change quite often as people leave
● Not enough team working between staffs as they have only few qualified staff
● Staff don't get recognised for their work most of the time.

Myths & Stories
● Poor staff management towards their days of work
● Absence of staff recognition
● Not available work-home life balance as the nursery needs a qualified staff all
the time
● Cost cutting of the pay
● Not value for money
Rituals and Routines
● Staff have a development plan each month
● Employees survey put in plan
● Good customers service for children and their parents
The early years of childhood are continually changing and are becoming complex.
Roles and responsibilities are expanding and changing. Old solutions to problems do
not work all the time. These ‘change challenges’ suggest a real imperative in the field
to develop a new framework for leadership that supports people in facing, grappling
with, facilitating change and initiating changes rather than reacting. (Fasoli, Scrivens
& Woodrow, 2007, pp. 232—233).(What does leadership look like in early childhood
settings? (free article) - Early Childhood Australia, 2020).
In England, Ofsted rates the quality of leadership and management is higher than
the nursery performance are likely to improve their performance for their next
inspection. (School improvement requires leadership but depends on effective
leaders at every level, 2020).
For the success of education and care settings, effective leadership is very vital. It
gives an opportunity to create and assist in a high quality learning environment.
Without committed and skilled leaders it is very hard to shape teaching and learning
in a nursery. Leadership can be an influence on learning and the quality and
practice of leadership is linked in a consistent and demonstrable way to improved
student outcomes and educational equity.
Ethical leaders speak to us about our identity, what we are and what we can
become, how we live and how we could live better. (Freeman & Stewart, 2006). So
according to James Burns, a leader is someone who asks others to do what they
are supposed to do without forcing them. By doing this staff will enjoy their freedom
on a task within the organisation. Staff are more likely to keep their jobs in the
nursery as they work for ethical leadership as the manager in this case as she may
be strict at the time but she does understand the needs of her employees. Both
employees and managers work by creating a healthy working environment which
can drive the benefit of the company which of course benefit the employees at the
end.

In my organisation, the manager leads the nursery as the boss is rarely at the
workplace. So staff are more happy with the manager as her style of leadership is
mostly laissez faire but she also had a democratic leadership style with the
apprentice. She knows how to handle the staff and give them the space they need in
order to do their work. She let staff apply their ideas with the kids and also plan the
weekly activities with their ideas. As she is the manager of the nursery, she has clear
vision. Which is about where she stands, what she wants the setting to be and to
achieve. Her vision also can reflect the values of the settings. This vision can only be
achieved with the team that works for. She always says that ’’ Think of it like a train,
you are the engine and the team are the carriages behind you.’’
She also setted up a Whatsapp group with all her staff including the boss. Where
they share their thoughts and vision on planned activities as well as their absences. I
think it's a good idea, it helps the management to make any decision related to
queries that her staff have.
Conclusion
In conclusion, I understand the importance of all aspects of the nursery and its
management. Analysing can have a good or bad impact on the nursery. I can now
understand the opportunities and threats of the organisation. I have used SWOT
analyses to explore to measure internal and external factors as well as to see or
identify areas for changes. I have also included the organisation chart and culture
webs of the nursery. I have suggested after carefully assessing the nursery that the
leadership style my manager uses is a laissez faire and democratic style of
leadership in the workplace. She uses a combination of these two styles to manage
the nursery but my boss uses a democratic style to run the nursery, her attitude will
be like ‘ i want what i want’. I can't say which leadership style is effective as two
different people with different level qualifications and experience use two different
styles to manage the nursery and the staff. Again , adopting an inappropriate
leadership style may lead the employees becoming disengaged or demotivated in
their work. Early years settings that can be managed when maintaining a good
outstanding workforce are those who have good leaders and managers. (Morton,
2020) In the leadership role, there is more to take into account. Everyone needs to
have a good understanding of child development as well as what a good practice
looks like.
.Words: 2980

References
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Learning Journal
Leadership and
Management in
Practise
Kavusiya Puvanenthiran
13th April 2020

Table of content
Week 1
Week 2
Week 3
Week 4
Week 5

Week 1
On this week we discussed Reflexivity which was included in the learning outcome.
The video explains about reflexivity in qualitative research. Reflexivity is when
someone contemplates their background, values, beliefs and attitudes to gather for
their research.
Knott and Scragg (2011) offer a structure for writing a reflective journal which can be
helpful to people who are faced with a question, ‘So what do I need to write?’
The first stage is the reflection, where the author suggest that we must focus on is
Stage 1 Reflection
In this stage , he suggests that we must focus on an issue or a concern within our
organisation in relation to the practice we do, which has to be done momentanly in
order to capture our thoughts.
Stage 2 Analysis
This part is so complex of all the stages, which involves responding to the key
question set in the cycle. The question are
● What is happening here?
● What assumption am I making?
● What does this show about my underlying beliefs about myself and my
practice.
Stage 3 Action
This stage suggests , we have to focus on the action you take after analysing. The
author suggested some questions to help us get an idea for writing.
● What action can I take?
● How can I learn from what has happened?
● How would I respond if this situation occurred again?
● What does this experience tell me about my beliefs about myself and my
practice?
Graham Gibbs developed Gibbs reflective cycle in 1988 in order to give structure
from learning from experience. The frameworks help to examine experience allowing
us to learn and plan from things that went well or not well.
As a group we have discussed different definitions of reflection and reflexivity.
Definition of Reflection:
Reflection is the change in direction of a wavefront at an interface between two
different media. So that the wavefront returns into the medium from which it
originated. (wikipedia)

Reflexivity is the fact of someone being able to examine his or her feelings, reactions
and motives and how these influence what the person door thinks in a situation.
(cambridge dictionary).
For my essay, I will use the Knott and Scragg reflection model as I found it easy to
answer the question set by the author.
Leadership definition;
Leadership has been described as the behaviour of an individual when directing the
activities of a group towards a shared goal. (ncbi.nlm.nih.gov. Accessed 12.03.2020)
Leadership is the art of motivating a group of people to act toward achieving a
common goal. (mindtools. Accessed 12.03.2020)
We have also discussed leadership and we went through an article about todays
‘lLeadership in today's NHS.’ The overview of the article is that , in today's NHS
leadership vacancies are widespread, with director of operations, finance and
strategy roles having particularly high vacancy rates and short tenures. This was
based on a survey done by the NHS in 2017. (Leadership in today's NHS, 2020)
Rational leadership is the process of people who attempt to accomplish changes or
make a difference to a common goal benefit. The model of Relational Leadership is
conceptual in nature which means that it emerges through a group process that
strengthens the importance of relationship in an organisation.(Leadership in today's NHS,
2020)
I work as a volunteer in a nursery, my manager is far better than my boss. My
manager has good leadership skills, she is a good role model for other staff. It may
be due to her long term experience with kids that my boss doesn't have enough
experience. The manager always inspires others to achieve by giving motivation and
by communicating and listening, she knows how to handle situations that can be
critical.
Week 2
On week 2, we discussed the Macro Environment Framework. Macro means
external and micro means internal.
What is a macro-environmental framework?
The macro environmental framework is a major external and uncontrollable factor
that influences an organisation decision making which can affect its performance and
strategies.

There are few macro environmental frameworks and most common are PESTLE and
PEST. Organisation uses PESTLE( political, economic, socio cultural, technological,
legal and environmental). It's one of the most popular tools that was employed to
have a better understanding of an organisation. I will choose PESTLE as it's more
accurate to analyse the organisation that I work for.
One of strength is that it's cost effective as you have to only consume your effort and
time to conduct this analysis.
The other one is alertness development which increases awareness about the
potential threats in an external threat.
The Limitation is that PESTLE analysis is only based on an assessment of the
external environment. It's time consuming and can be costly for some assessment
when it comes to data collection as we have to gather and evaluate the finding when
it starts to accumulate.
SWOT Analysis
Organisation uses SWOT Analysis as a strategic planning to help someone or a
company to identify their strengths and weakness, opportunities and threats related
to a business project planning. Albert Humphrey invented SWOT at Stanford
University in 1960 and 1970.
Advantages of conducting SWOT is that it has little or no cost and anyone who can
understand it can perform as it can help them understand their business better like
detect threats and capitalise on opportunities.
It can be limited as it doesn't prioritise issues and does not provide solutions or
alternative decisions.
I took the 16 personality test and the results came out as Protagonist ENFJ-T which I
accessed on 19.03,2020.

Energy: 59% intuitive; 41% observant.
Nature: 44% thinking; 56% feeling.
Tactics: 51% judging; 49% prospecting.
Identity: 36% assertive; 64% turbulent.
MInd: 75% extraverted; 25% introverted.
I agree with the results. As for my career paths, I love helping other people by
approaching them socially to sort out their problem or even just to listen to them. By
doing this , I feel like I can be independent in making decisions. As parents, I agree
with the following ‘’Protagonist parents take pride in nurturing and inspiring strong
values, and they take care to ensure that the basis for these values comes from
understanding, not blind obedience. Whatever their children need in order to learn
and grow, Protagonist parents give the time and energy necessary to provide
it.’’(Parenthood | Protagonist (ENFJ) Personality | 16Personalities, 2020)
Strengths
Description Sources Comment
Reliable 16 personalities.com Strongly agree as I am a
reliable person and
people can trust me and
count on me.
Charismatic 16 personalities.com I communicate well with
others with respect with
their feelings.
Weakness
Description Source (harvard) comment
Too selfless 16 personalities.com Agreed, I take others'
problems as mine and try
to solve them for them.
Struggle to make tough
decision
16 personalities.com Agreed, I can't make
tough decisions as I
imagined all the
consequences of their
actions.
What is the Johari window?
It was created by psychologist Joseph Luft (1916-2014), which is a technique that
helps people better understand their relationship with themselves and others and it
also helps to discover your strengths and blind spots. (DAVID GAME COLLEGE VLE: Log
in to the site, 2020)

The following its my Johari window by doing the quizz:
WEEK 3
We discussed different styles of leadership and cultural web.
The cultural web is a tool which is used to map the culture of the organisation and to
see and understand the different things that influence which can affect an
organisation. (Cultural Web | Art of change making, 2020)
Organisational culture = Corporate culture
These two cultures are usually used interchangeably, they refer to the values and
approaches in between an organisation.
Corporate culture focuses on for profit while the organisational culture extends to all
forms of organisation including small and private companies.(investopedia.com)
Edgar Schein thinks that organisations take time to develop a culture as the
employees have to go through different changes and they have to adapt to the
external environment as well as solving problems. Employees learn from their past
experience and they implement it into their present situation. Schein also believed
that there are three levels in an organization culture. (Culture and Model, 2020)
In 1939 Kurt Lewin’s has invented different style of leadership:
Authoritarian:
This person can have a very direct approach and they recognise others input and
accomplishment.
Democratic:

They participate in the group by encouraging ideas and opinion. They also
encourage communication, monitor groups and they hold their ideas and opinions in
account.
Laissez - faire:
Leaders use a hands off style which means that the group of workers makes
decisions without their leader's guidance. Leaders also provide the necessary
information at the start of the task. These people have to be ready to change their
leadership style if this laissez faire style is not working.
I took part in the leadership style quiz and the result was: ‘’You lean toward a
democratic or participative style of leadership. You tend to set the parameters for the
work and have the final say on decisions, but you actively involve your team
members in the process. This style can build trust between you and your people, as
they'll likely feel engaged and valued. But it's not great in a high-pressure situation
that requires a fast turnaround, as it will slow you down. And, if you dislike
disagreement or conflict, you might struggle with how people respond to
consultation.’’(What's Your Leadership Style?: – Learn About the Strengths and Weaknesses of the
Way You Like to Lead, 2020). I can agree with these results, I like to be in control of the
result at the end of a meeting but also trust the team. I will guide them towards the
work and get their opinion and adapt with my opinion so that we can work towards
the goal.
Transactional leadership: these leadership is more concerned to maintain the
normal flow of operations. These leaders use disciplinary power to motivate
employees to perform their best.
Transformational Leadership: these leaders go way beyond managing day to day
strategies to take their organization to the next level of success. They focus on team
building, motivation and collaboration with their employees.

Week 4
Organisational structure is a system that shows how certain activities are directed in
order to achieve the goals of an organisation. They include roles and responsibilities.
This structure also determines how information flows between levels within an
organization. Effective leaders bring people together and enable employees to work
together to achieve a common goal. (How Organizational Structures Work, 2020)
The following is my workplace organisational structure:
Area manager
Owner
Manager
Deputy Manager
Room Leaders
Childcare Assistant
We have a bureaucratic structure with a narrow span of control, it's easy to identify
who is under who and to who to complain in an emergency. They adapt this
structure, As my workplace it's a small company with little staff.
Charismatic leaders are essentially very skilled communicators, individuals who are
verbally eloquent but also able to communicate to followers on an emotional level. It
is also a method of encouraging behaviors in others by a way of eloquence.
Not everyone can be a leader, in my workplace which is a nursery, my owner is
laissez faire style towards the staff but my manager is very democratic as she has
more experience in the early years childhood settings.

‘A leader is a caring and respecting human being who is emotionally intelligent.’
Rodd, J. (2013. p.45)
The mission of statement of my organisation called Little Stars Preschool
vision:’’by partnering with Parents, build positive relationship with children and the
community to bring out the full potential of their children within an enriching
environment.’’
The Five C’s of Leadership are the character, commitment, connectedness,
compassion and confidence. All of this 5 C’s are important as the core element is
character. Character is who we are when one else can see.
Hofstede’s cultural dimension.
At the end of 1970s, the psychologist Dr Geert Hofstede published his cultural
dimension model. Since it has become internationally recognized for understanding
cultural dimensions. Hofstede studied people who worked for IBM in more than 50
countries. Initially, he identified four dimensions that could distinguish one culture
from another. Later, he added fifth and sixth dimensions, in cooperation with Drs
Michael H. Bond and Michael Minkov.
I am from Sri Lanka, but grew up in France and now living in the UK. below its my
country cultural comparison which i didn't choose France to compare.

I guess there is no surprise regarding these results. Especially with Sri Lanka, which
is a country that is still in development.
According to Hofstede Insight, Sri Lanka individualism has a low score of 35%
compared to the UK as Srilanka is called a collectivistic society. This can be evident
in close, long term commitment such family or extended family. Loyalty in a
collectivist culture is paramount and overrides most other societal rules and
regulations. The society fosters strong relationships where everyone takes
responsibility for fellow members of their group.
Compared to the UK , Sri Lanka has a very low score of 20 in masculine, is thus
considered a Femine country. As they focus on working in order to live. People in Sri
Lanka work to live, some people go farming in order to feed their families.Conflicts
are resolved by compromise and negotiation. Incentives such as free time and
flexibility are favoured. Focus is on well-being and status is not shown or
emphasised.
A set of measurable properties of the perceived work environment, directly or
indirectly, created by individuals who live and work in this environment and that
influences the motivation and behavior of these people.” In this definition of
organizational climate, we can note two striking features: The organizational climate
is a concept “perceived” by employees. Importantly, it is dependent on a value
judgment which can vary greatly from person to person.The organizational climate
affects productivity, motivation and employee behavior.

WEEK 5
Authority is often used for power that is perceived as legitimate by social structure.
The use of power does not need to involve force or the threat of force. Soft power
can be an example of power without oppressions as compared to hard power.
Power vs Authority and influence:
Power doesn't need to be exercised in order to have its effect.
Authority: the right to try to change or direct others.
Influence: more subtle, less reliable, weaker.
In 1959, social psychologist John R.P. French and Bertram Raven conducted a study of
power. This power is divided into 5 separate and distinct forms which identify those five
bases of power as coercive, reward, legitimate, referent, and expert.
Herbert Kelman's theory of influence:
3 reasons why people give to others attempt to influence them:
● Internalization
● Identification
● compliance

The tiem power used by the boss at work is legitimate power as she likes to say the
word’’ I am the boss here’’ and her leadership is democatic. In my personal life at
work I use connection power. At home it's different, I use more of the connection
power with the kids.
Stress is defined as being overwhelmed or unable to cope with changes or as a
results of pressure that can not be manageable. Stress is a normal reaction the body
has when changes occur. It can respond to these changes physically, mentally, or
emotionally. The symptoms of stress are fatigue, anxiety, worry, loss of
confidence...., there are methods to cope with the stress like diet, a good rest or
sleep, organise time, planning each day ahead and seeking support from others and
professionals.
Psychologist Kelly McGonigal urges us to see stress as a positive and introduces us
to an unsung mechanism for stress reduction: reaching out to others.It makes your
heart pound, your breathing quicken and your forehead sweat. But while stress has
been made into a public health enemy, new research suggests that stress may only
be bad for you if you believe that to be the case.

WEEK 6
A team is a group of people who are interdependent with respect to information,
resources, knowledge and skills and who seek to combine their efforts to achieve a
common goal.
Dr Bruce Tuckman published his Forming Storming Norming Performing model in
1965. He added a fifth stage, Adjourning, in the 1970s. The Forming Storming
Norming Performing theory is an elegant and helpful explanation of team
development and behaviour.
Belbin describes a team role as "a tendency to behave, contribute and interrelate
with others in a particular way." There are 3 action-oriented roles - Shaper,
Implementer and Completer Finisher; 3 people-oriented roles - Coordinator,
Teamworker and Resource Investigator and 3 cerebral roles - Plant, Monitor
Evaluator and Specialist.
Business school professor Amy Edmondson studies "teaming," where people come
together quickly (and often temporarily) to solve new, urgent or unusual problems.
Recalling stories of teamwork on the fly, such as the incredible rescue of 33 miners
trapped half a mile underground in Chile in 2010, Edmondson shares the elements
needed to turn a group of strangers into a quick-thinking team that can nimbly
respond to challenges.
We also watched the good and bad teamwork in an organisation. In healthcare,
leadership is decisive in influencing the quality of care and the performance of
hospitals.How staff are treated significantly influences care provision and
organisational performance so understanding how leaders can help ensure staff are
cared for, valued, supported and respected is important. Research suggests
‘inclusion’ is a critical part of the answer.

WEEK 7
Leadership communication
Leadership communications consist of those messages from a leader that are rooted in
the values and culture of an organization and are of significant importance to key
stakeholders, e.g., employees, clients, patients, service users, strategic partners,
shareholders, and the media.
Effective organisation communication
The subject of managing organizational communication encompasses formal and
informal communication throughout an organization, including communication to
employees, with employees and from employees to upper management. This toolkit
reviews the basics of effective organizational communication, the importance of a
communication strategy, the role of different communicators within the organization,
types of messages and vehicles, training for better communication, and methods for
measuring results.
We have done a body language quiz. Where I scored 68 out of 100, as I missed some
body languages. ‘’Although there are a few body language gestures that you still
misread, for the most part, you are fairly skilled at reading non-verbal signals. With a
little more knowledge and practice, you can turn this skill into a strength. You try to
be attentive to both verbal and non-verbal body language because you understand
the concept that actions can often speak louder than words. This skill will be very
useful in your interactions with others and allow you to better understand and
empathize with people.’’
Communication without the use of spoken language. Nonverbal communication
includes gestures, facial expressions, and body positions (known collectively as “body
language”), as well as unspoken understandings and presuppositions, and cultural and
environmental conditions that may affect any encounter between people.
Body language affects how others see us, but it may also change how we see ourselves.
Social psychologist Amy Cuddy argues that "power posing" -- standing in a posture of
confidence, even when we don't feel confident -- can boost feelings of confidence, and
might have an impact on our chances for success.

WEEK 8
What is motivation? "The term motivation refers to factors that activate, direct, and
sustain goal-directed behaviour... Motives are the "whys" of behaviour - the needs or
wants that drive behaviour and explain what we do. We don't actually observe a
motive; rather, we infer that one exists based on the behaviour we observe."(Nevid,
2013).
The 3 components of motivation are direction, effort and persistence as well as 2
types of motivation which are extrinsic and intrinsic motivation.
Motivation matters because it will motivate workforce, employee satisfaction and
employee satisfaction.
Key Approaches to Motivation in the workplace:
● Meeting basic human needs
● Designing jobs that motivate people.
● Enhancing the belief that desired rewards can be achieved
● Treating people equally and fairly
Concept of reward system
• Reward is benefits provided by the employers, usually money, promotion or
benefits and satisfaction derived from the job itself such as pride in one’s work, a
feeling of accomplishment or being part of a team. - DeCenzo and Robbins
• Reward is basically a token of appreciation, given by the employer to the employee
for his/her service to the company.
Aims of a reward system
• Help to attract, retain and motivate high-quality people
• Play a significant part in the communication of the organization's values,
performance, standards and expectations
• Underpin organizational change programs concerned with culture, process and
structure
• Support the realization of the key values of the organization
• Provide value for money: no reward initiative Employee

• Treat them as stakeholders who have the right to be involved in the development of
the reward policies that affect them
• Meet their expectations that they will be treated equitably, fairly, and consistently
• Be transparent – they should know what the reward policies of the organization are
and how they are affected by them.
Conflict may be defined as friction between individuals due to differences of
opinions, ideas, beliefs, values, needs or objectives.
Levels and Types of Conflict Individual
Type of conflict Level of conflict
Organisation Within and between organisation
Group Within and between groups
Individuals Within and between individuals

WEEK 9
Ethical leadership
Ethical leaders think about long-term consequences, drawbacks and benefits of the
decisions they make in the organization. They are humble, concerned for the greater
good, strive for fairness, take responsibility and show respect for each individual.
Ethical leaders set high ethical standards and act in accordance with them. They
influence the ethical values of the organization through their behaviour. Leaders
serve as role models for their followers and show them the behavioural boundaries
set within an organization. They are perceived as honest, trustworthy, courageous
and demonstrating integrity. The more the leader “walks the talk”, by translating
internalized values into action, the higher level of trust and respect he generates
from followers.
Leader follower theory
Organisations using the leader-follower management style in the workplace feature a
central personality or corporate officer. This officer models the leadership traits the
organization selects as exemplary and demonstrates habits and actions that workers
serving in lower management positions should attempt to replicate.
Servant leadership
The terminology 'Servant Leadership' became popular in a leadership context after
Robert Greenleaf's book, Servant Leadership (1977). The idea of servant leadership
is basically simple: that the leader serves the followers (or a cause, which benefits
the followers in some way).

WEEK 10
Change management tools and techniques
Many change projects fail, and the most commonly cited reason is the neglect of the
human dimensions of change. This neglect often centres around a lack of insight into
why people are unhappy with organisational change, a poor appreciation of the
process of change, and a limited knowledge of the tools and techniques that are
available to help Improvement Leaders. This guide will help you to understand and to
better manage these fundamental aspects of the change management process and
help you to empower, enable and engage those you work with.
Force analysis
Force field analysis is a technique that can be used for identifying, discussing and
documenting the factors that support or oppose a change initiative. It was introduced
in the 1940s by Kurt Lewin, a social psychologist, and is usually applied to making
go or no-go decisions on potentially disruptive business changes
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