Leadership and Management Development Program of an Organisation

Literature review and essay INTRODUCTION 1 Defining and discussing the difference between the concept of leadership and management1 Analyse leadership theory 3 Analyse of management development program of an organisation 6 CONCLUSION 9 REFERENCES 10 INTRODUCTION Leadership and management are an essential part of effective management that plays various functions and roles within an organisation. 1 Defining and discussing the difference between the concept of leadership and management Successful leadership have strong leaders and managers that work with the aim to develop, support and motivate the

Literature review and essay

Table of Contents
INTRODUCTION...........................................................................................................................1
Defining and discussing the difference between the concept of leadership and management....1
Analyse leadership theory............................................................................................................3
Analyse of management development program of an organisation.............................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Leadership and management are an essential part of effective management that plays
various functions and roles within an organisation. The main aim of playing roles by leaders and
managers is to achieve pre determined goals of an organisation. This essay will show and cover
about the concept off leadership and management in an organisation. There is a difference
between leadership and management but both plays functions for the main common goal is to
take competitive advantages and increase productivity of an organisation. This essay will also
show about the importance of leadership theories as there are various theories like
transformational, contingency, behavioural and trait. Transformational leadership theory is the
best theory but there are some limitations in this theory as well. Further this essay will show
about management development programs which is based on Tesco company. Tesco is a British
multinational groceries retailer whose headquarter is in the Welwyn garden city, UK. It operates
in 6,569 shops with having around 460,000 employees. Management development programmes
is a process of training that focuses on leadership with the main aim of developing employees
and leadership style.
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Defining and discussing the difference between the concept of leadership and management
Successful leadership have strong leaders and managers that work with the aim to
develop, support and motivate the workforce longevity within a company (Northouse, 2018).
Leadership is a notion of communicating vision of an organisation on the other hand
management carries out responsibilities that has written and decided by the industries.
Furthermore, it has been found that leader in the industry inspire other and initiate any change in
the organisation, while managers are capable to cope with various challenges that may occur in
the outcome of change. The both the concept have some similarities and some differences.
Nevertheless, there are certain differences between management and leadership;
Leadership defined as a process of influencing a group within the industry in order to
achieve the objective or goal. As per the definition, it has been stated by (Rosenbach, 2018)
performance of organisation and individual at workplace is influenced by the leadership as it is a
two-way process. In contrast management is “Getting task done through the efforts of other
people”. (Lussier and Achua, 2015) mentioned that manager is an individual who perform the
function of management by efficiently and effectively utilising available resources to reaching
desired objectives.
Leadership is a concept of leading people through motivating them. Management is the
concept of managing all the resources, activities and people in the industry. (Porter and Kramer,
2019) stated that, in leadership, guidelines and principles are established, whereas, in the context
of management, procedure and policy are implemented. Similarly (Carleton, Barling and
Trivisonno, 2018) present the difference between both concept as leadership is proactive
conversely, management is reactive in nature.
The focus of leadership is on the long term goals because the decisions made by leader
can affect the business relationship in future as well as the whole industry. Leader have followers
as the main aim of leaders is to lead others. It means setting up new goals that help in improving
organisational performance. Leaders do not only motivate employees but also focus on
improving themselves because they know the importance of self motivation and positive attitude.
With the help of positive attitude, they can easily make all the employees able to be self
dependant and think critically. On the other hand, management generally based on the short-term
goals that is because of manager in the organisation have to take decision on the daily basis and
on everyday activities. Manager have subordinates as the main aim is to manage the tasks.

Management means providing effective control over teams and groups with the purpose to
organise the organise performance of the group or team on the basis of setted values and
principles (Carleton, Barling and Trivisonno, 2018). Management do not take risks but they do
all the things and activities which helps them in managing all the human resources in an effective
manner.
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On the basis of skills and roles, there are three key areas that required for effective
management such as; technical skills, human skills, conceptual skills. Technical skills are the
ability of manager to use process, method and techniques of managing. However, conceptual
skill are the mental ability to understand how different factors in the given situation fit together
and communicate. Third, human or interpersonal skill enable manager to promote the
coordination and cooperation with each other, understanding the staff as well as leading and
motivating them at the workplace (Rosenbach, 2018). While, leadership should have
communication skills in order to encourage, motivate and influence the team members
effectively. Leaders also require to have innovation skill so that he also can promote the skill in
the industry. The trait of manager involve agreeableness, extraversion, openness, ability to
execute a vision, ability to direct, process management, people focused. On the other hand, the
personality trait of leader involve; honesty and integrity, inspiration, vision, communication
skills, ability to change.
As per the functions, primary function of management is planning, budgeting, organising,
staffing, managing people and organisation as whole and problem solving. While primary
function of leadership is establishing guidance and direction through visioning, motivating and
inspiring, aligning people to accomplish the vision (Lussier and Achua, 2015). For achieving pre
determined goals, manager provides their employees management training courses with the main
aim of improving and strengthen their employees as well as leaders. Leaders helps an
organisation as they are all about inspiration and build the enthusiasm. They more focus in
achieving the vision of an organisation.
In conclusion it is essential to mention that management and leadership are two key terms
that have been discussed widely in the universe of business. Management and leadership are
interchangeable as their characteristics are interdependent. At the similar time, they both are not
same. Management differs from leadership in terms of various characteristic such as; role in
decision-making, approach to task, result, focus, type and style of industry.
(Lussier and Achua, 2015) mentioned four major differences between the activities of
manager and leader, manager focuses on planning, organising, controlling and coordinating act.
On the other hand, leader focuses on providing direction, building teamwork, offering
inspiration, setting an example and gaining acceptance. Moreover the final difference is manager
have subordinates and leaders have followers. The main aim of manager of playing all the
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functions is to manage all the resources in an effective manner by recruiting people for the job,
by applying rules and policies, by checking and managing ethics & morales among employees
and by improving productivity of an organisation. On the other hand the main purpose of
leadership of playing all the roles and functions is to develop the organisation and achieve the
created vision by managers and for that they make disciplinary rules, establishes moral positions,
create new visions and by deciding structures and work groups.
Analyse leadership theory
There are various leadership theories that helps an organisation in achieving their goals
by leading all the processes and resources of the company in an effective manner.
(Hawkins, 2017) explain that transformational leaders can be define as active leaders
because they use their effectiveness and solve any type of problems from occurring in an
organisation. Transformational leaders influences their team members as it helps in creating a
positive changes in their followers with the main aim of developing their members into leaders
and make them independent. They perform all the activities that help them in motivating them
and make them able to understand their own strengths and weaknesses.
According to (Banks and et.al., 2016) the Transformational leaders are those who work
with a group of people and make them feel energized and recharged. Transformational leaders
are very passionate and energetic who do not only focus on controlling but also they focus on
supporting each and every member for motivating them. The main aim of this type of leadership
is to increase morale and motivation of employees towards achieving organisational goals.
According to (Aga, Noorderhaven and Vallejo, 2016) they state that there are mainly 4
components of transformational leadership which make them able to differ from other theories of
leadership. Components of transformational leadership includes intellectual stimulation,
individualized consideration, inspirational motivation & idealized influence. According to the 1st
main component of intellectual stimulation, it says that this type of leaders do not only focus on
maintaining status but also focus on maintaining interpersonal relationship by encouraging
creativity among all team members. The main aim of leaders is to bring new ways and
innovation of doing things and to learn new opportunities. In the context of individualized
consideration transformational leaders always offer support to their employees for making them
self dependant. They want to foster and improve their relationship and for that they keep lines of
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communication open. The main purpose of keeping communication open is to make employees
free for sharing their ideas and problems and by which leaders can offer direct recognition of the
unique contribution of each member.
The next important component of transformational leadership is inspirational motivation
that is also called the characteristic of this type of leaders. According to this component, this type
of leaders have a clear vision by which they make themselves able to articulate it among their
team members. Transformational leaders do not only motivate employees for achieving
organisational goals but also motivate employees experience for maintaining their passion and
developing them for their future growth. The last and final component of this theory is idealized
influence and according to this component, transformational leaders serves as a role and ideal
model for their employees. Leaders posses various qualities by which followers of them trust and
respect them and then work on the basis of guidelines and directions which leaders provide them.
All these components help the company in making an effective environment and take
competitive advantages.
According to (Mokhber, bin Wan Ismail and Vakilbashi, 2015)States that there are some
signs that shows and identify transformational leaders. Leaders who always inspire and stimulate
their employees with effectively and also improve their won leading capacity, they can be
identified as transformational leaders. By aligning the goals and organisation objectives among
their team members they try to develop their followers into leaders. It has also been shown and
stated that employees who are being led by transformational leaders they are more likely to
perform to the great extent as compare to other employees who are being led by other style of
leaders. The main characteristic of this type of leader is they believe that all their employees are
best and have the ability of doing all the activities in the best manner. This thinking of this type
of leaders make employees feel more motivated and respected which inspire them to improve
their capacity to work productively. The other sign that shows and define leaders as a
transformational is positiveness. Transformational leaders do not get negative in any type of
situation, they always try to think positive and also make their employees positive. They believe
that positive attitude increase their strength and help them in solving critical situations by being
calm. On the other hand negative attitude can destroy the work and can create the worst situation.
(Zhu, Avolio and Walumbwa, 2016) states that there are various characteristics of
transformational leadership which includes communication skill, self motivation, inspiration,
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courage, ability to take risks etc. courage and self motivation plays an important role as it helps
an organisation to adapt situations and think critically, so it is very important for leaders to have
these qualities. Fortunately transformational leaders have all these qualities which make them
able to take on new challenges and also to make difficult decisions in order to create and achieve
their vision. Self motivation is also important as it makes them strong about their passion and
vision. By having the self motivation skill, transformational leaders can have willingness to do
the best performance and do the hard work that is required for achieving the vision. All these
qualities have a positive impact on organisational performance and the growth as well. Self
motivation and positive attitude of transformational leaders make all the employees able to make
difficult decisions because this type of leaders do not back away in any type of situation and put
off though decisions.
On the other hand (Boamah and et.al., 2018) says that transformational leadership style
has some limitations. Companies require to focus on all weaknesses for making it success. Some
limitations and disadvantages includes lack of detail, lack of constant feedback, always focus on
individual needs, prioritization, long hours and burn out. It states that transformational leaders
have various characteristics but it is not necessary that it will be effective all the tie and in all
type of situations. It has been stated that, this type of leaders increase loyalty and motivate them
by which employees work for the long hour and do not concentrate on their persona life. It
results in depression among them, at some point they become frustrated because they do not give
proper attention to their personal needs and it leads to burn out. It is also analysed that
transformational leaders always look towards the big picture and they come up with fantastic
ideas to achieve that big dreams. It can cause leaders to become fixated on the end prize instead
of looking and focus on the details required to achieve that defined goals.
It is also said that transformational leaders require to focus on diversity as they (Choi and
et.al., 2016) believe that more experience lead to more innovation within an organisation.
Transformational leaders only focus on satisfying individual needs rather than focusing on group
and team needs, It leads dissatisfaction and lack of trust among those employees who feel
ignored. This feelings of employees directly impact on the productivity of employees and an
organisation. It also increase labour turnover by which company has to face other various
problems like it requires to invest in recruitment process for selecting and hiring skilled
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employees within an organisation. They also requires to provide them training for making them
able to work productively and effectively.
Analyse of management development program of an organisation
Management development program can be defined as a training program that is being
designed to increase and strengthen leadership skills and capabilities The main aim of Tesco to
enhance their leadership skills is to make them able to use all the resources and lead and engage
employees in an effective manner.
(Renz, 2016) mentioned that management development programmes which are being
used by Tesco retailer is called a professional as well as personal development programme that is
beneficial as it provides life skills training in key competencies. The main purpose of Tesco
company of following and creating management development program is to develop leadership
style of their leaders as leaders guide and lead their employees towards achieving their goals.
Tesco employs over 440,000 people across 14 countries and it is the largest UK's retailer. It
believes that respected and happier employees lay keen emphasises on performing productively,
so it treats them with ethically and with respect. Its management development program is called
a unique program because it focuses on promoting opportunities in its structure. It (Gemünden,
2015) states that There are some reasons of Tesco for developing this management development
programmes such as it wants to increase high level of confidence among its employees and
leaders for dealing with the rapid rate of growth and changes that occurs on an organisation.
According to the (Guillén and et.al., 2016) management development programme is a
systematic process which is being developed by Tesco for developing leadership skills and
managers skills in order to meet all the requirements of organisation by analysing all the present
as well as future management requirements. Tesco company believes that management
development program plays an important role that is why it develops and has mainly 3 types of
management programmes such as core skills program, ex cell program and winning in Europe
program. According to the core skills program it consisted with 14 parts. Team building is an
important part of this program in which manager of Tesco thinks that team members are the key
element of getting succeeded. Good manager are the one who focus on team building in their
management program and tell their leaders the way of doing activities.
According to (Noe and et.al., 2017) they believe that responsibility is other main aim of
providing management development program as manager and employees of Tesco Plc have to
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play mainly 4 kinds of roles such as executive, consultant, controller and feedback. In the role of
executive, it includes those person who requires to do and perform the work. The person and
leader who is responsible for informing others about the work after having all the informations is
called informed. On the other hand excell program is other type of management program of
Tesco. The main aim of this program is to select and develop the best and top leader as well and
manager of the future. In this programme, leaders learn to work as a physical work through step
by step. On the basis of skills they try to get job. In the final and last step they work as a manager
assistant for one of the top management.
Management and development programme is organised to reflect and find out the most
significant needs of a particular industry. According to this (Carvalho and Rabechini Junior,
2015) this program focus on developing recent trends in a managerial practices in a particular
area. The main purpose of Tesco for designing management development program is to upgrade
their leaders' managerial abilities, skills, knowledge and attitude. It shows benefits of developing
this program. This program is very beneficial for Tesco Plc as it helps them in increasing process
efficiency and productivity. By focusing on leadership skills it also increases team work and
communication. Make leaders able to hold the ability & assets, enhance human performance and
spirit. There are some skills that are being required by manager for achieving their pre
determined goals includes strategic thinking, flexibility, visionary, self management skills and
communication skills.
(Chang, 2016) states that there are various importance of management development
programmes. It develops a culture of innovation, retain the best employees, gain competitive
advantages and management success. In the management development program, managers have
some of the best placed people suggested new services and products which need to be improved.
By providing training, Tesco Plc can develop a team of innovation managers and leaders that
lead to the products development and business improvements. Other objective of management
development program is to retain the best and skilled employees within an organisation. When
employees feel that they are being respected and their skills has been improved which can help
them in their career then they become more loyal towards the organisation. It improves moral
and productivity of employees and leaders.
On the other hand (Samantara and Sharma, 2015) it said and believe that management
development programs uis not beneficial for employees as it is only good for the company or in
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another words Tesco provide management development program with the main aim of taking
competitive advantages and for increasing sales. They take undue advantages of employees and
leaders as they make believe them that they will fulfil their all needs. It makes employees more
productive and they work for the long hours and it make them depressed. Employees can not
focus on their personal needs and life. Management success is other aim of developing this
program because management succession planning allows Tesco Plc to keep moving forward
and it succession planning encourages their team members and make them aware that they are
serious about developing people.
According to (Ogunyomi and Bruning, 2016) It has some methods which Tesco adopts
such as on the job and off the job which includes coaching method, job rotation method,
committee assignment, internship, action learning, sensitivity training methods etc. On the job
and off the job management development programmes has some advantages such as they are cost
effective, less time consuming, no delay in operations. Whereas, off the job programmes are also
cost effective, planned development, no errors on performance, high productivity, planned
development etc. By adopting both types of programmes within an organisation, Tesco make
them selves able to take their objectives and increase their sales as all these programmes are cost
effective. Trainee managers take initiative and participate in management development program
so there is no chance to influence to regular activities of Tesco. It also protects managers to have
errors in management performance or against errors.
According to (Winter and Szczepanek, 2017) There are some limitation and
disadvantages of on the job and off the job management development program that Tesco Plc
create and develop for their leaders and employees. On the job management programmes are
seemed that it gives defective outputs, they also lead low productivity and there is a lack of
seriousness. On the other hand, Off the job management programmes are seemed to be less
effective as compared to on the job management programmes, they also impact on regular
activities and there is no base for future programmes. It also states that all the programmes of off
the job management programmes have a greater negative impacts on regular activities of Tesco
Plc. Trainee managers do not attend regular job during the management development. It affects
on the regular managerial activities to the great extent. All these negative impacts directly affect
the brand image of the company. Tesco Plc invest a huge amount on their management
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development programmes and the investment does not support to the future development
program.
CONCLUSION
From the above essay it has been concluded that leadership and management played a
vital role in any type of organisation. They played various functions and roles that helped the
company in achieving their objectives and vision by focusing on improving interpersonal
relationship and by satisfying customers with the good quality products and services. It has also
shown the importance of leadership styles such as contingency theory, transformational
leadership theory. All leadership theories helped organisations to lead and guide employees and
all the people in an effective manner. Transformational leadership theories has some benefits and
limitations by which the company can take various competitive advantages and made them able
to increase their sales by applying the best leadership theory. Further this essay has shown about
management development programs that showed various teaching methods.
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