Leadership and Management Styles

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The assignment examines the distinctions between leadership and management, emphasizing the qualities of an effective leader, particularly inspiring others. It suggests a laissez-faire leadership style for Ms. Hogan to improve employee satisfaction. The document further highlights the benefits of teamwork in generating innovative ideas to achieve organizational goals.
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Working with
and leading
people
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TABLE OF CONTENTS
Introduction .....................................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Recruitment procedure, job description and personal specification......................................3
1.2 Impact of legal, regulatory and ethical consideration to recruitment and selection .............5
1.3 Selection procedure which took place...................................................................................5
1.4 My contribution as an recruitment manager..........................................................................6
Task 2...............................................................................................................................................6
2.1 skills required form leadership ............................................................................................6
2.2 Difference between leadership and management..................................................................6
2.3 leadership styles of Mr. Worthy and Ms. Hogan ..................................................................7
2.4 How Ms. Hogan can motivate employees ............................................................................7
Task 3...............................................................................................................................................8
3.1 Benefits of working in team ..................................................................................................8
3.2 Working as team leaders differ from working as team member...........................................8
3.3 Review of effectiveness of team............................................................................................8
Task 4 ..............................................................................................................................................9
4.1 Factors involved in planning and monitoring .......................................................................9
4.2 Plan to assess development needs..........................................................................................9
4.3 Evaluation of assessment process ........................................................................................9
Conclusion ....................................................................................................................................10
References......................................................................................................................................11
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INTRODUCTION
In modern era, the competition among companies have become so intense that every
business seeks for skilled and highly productive employees. Nowadays the process of
recruitment and selection has become one of the most challenging task for managers (Alter,
2013). This report explains recruitment procedure, job description and personal specification of
new business tutor. The major skills and attributes which are required to become a successful
leader are demonstrated in this report. In addition to this, it also reflects the major difference
between management and leadership.
TASK 1
1.1 Recruitment procedure, job description and personal specification
In order to recruit a new business tutorial the recruitment procedure begins with
identification of vacant position along with determining job description and personal
specification (Selection methods, 2015). Then ads on business journals and newspapers will be
posted regarding the same.
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Job description
1. Title- Tutor (For HND)
2. Department- Academic
3. Scope/ purpose- Providing lectures for Higher National Diploma
4. Responsibilities- To manage, provide lectures and notes regarding HND
5. Reporting authority- Dean
6. Responsible for-
Dealing with students of HND
Developing course curriculum
7. Limits of authority- To organize and schedule lectures only after consulting the
reporting authority
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Job Specification
Physical make-up: Candidate must have charismatic personalty
Attainments: PHD holder in business programs related to Higher National Diploma
General intelligence: Candidate must have good EQ and IQ level
Special aptitude: Person must have presentation skills and communicational skills
Experience- Candidate must have at-least 5 years of working experience as a tutor in any of
the business school or university
Disposition: Should be able to deliver all the lectures regrading business effectively
1.2 Impact of legal, regulatory and ethical consideration to recruitment and selection
At the time of recruitment and selection of employees, all the legal, regulatory and ethical
are required to be followed. The government and other regulatory bodies have developed some
rules and regulations regarding employment practices which needs to be taken into consideration
(Lev, 2013). These legal, regulatory and ethical considerations will have an direct impact on the
recruitment and selection procedure. LSBS which wants to hire a business tutor of its HND
business program will required to make sure that at the time of recruitment and selection all the
regulation and rules are considered. This will consume a lot of time and efforts of LSBS. It can
be stated that these regulation will have negative impact in short run, but on the other side LSBS
will have more deserving candidate for the vacant position.
1.3 Selection procedure which took place
The process of selection started with the screening of all applications received for the
vacant position. After screening, a test was conducted in order to check the knowledge of
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candidate regarding the post. Some of the deserving candidates got selected in the test whereas
the others were rejected. The selected applicants went through an interview in which presentation
skills and communication skills were examined. Along with this, the confidence level of all the
candidates was checked. The interview was followed by background investigation where the
employer checked the background of each and very candidate. After this the final selection took
place.
1.4 My contribution as an recruitment manager
I have played very important role in the entire process of recruitment and selection.
During the process I have ensured that all the legal, regulatory and ethical considerations are
addressed and taken care in best possible manner. At the time of selection I have taken care of
the fact that the most deserving and qualified applicant gets the job of tutor. On the other side of
this, I have also supported LSBS at the time of recruitment suggesting effective ways through
which application for the vacant position can be invited.
TASK 2
2.1 skills required form leadership
One of the main attribute which is required in a leader is the ability to motivate others
(Mendenhall and Osland, 2012). Great leaders are always good motivators which inspire all the
other people to achieve the goals and objectives in effective manner. Another skill which is
required in a leader is relationship making. Every leaders is required to manage and maintain a
team of few people. Thus, a good relation maker always become successful in developing
coordination among other people. Further communication skills are also required to become an
effective leaders (Neck and Manz, 2010). It can be stated that along with a good speaker, a leader
needs to be a good listener.
2.2 Difference between leadership and management
The major differences between leadership and management is that leadership always
believes in changes whereas management seeks for stability (Singh and Sushil, 2013).
Leadership is more focused on the accomplishment of organizations vision whereas management
focuses on objectives. Some other differences are presented in below mentioned table as:
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Leadership Management
Leaders always innovates A manager administer
A leader develop the organization A manger maintains the entire organization
The main focus of leadership is on human
resources
Management focuses on structure and system
Leaders usually have long vision The view of management can be short or long
Leadership deals with getting right thing done
on time
Management deals with getting things done by
people
2.3 leadership styles of Mr. Worthy and Ms. Hogan
As per the provided case scenario, Mr. Worthy leadership style was both laissez-faire
leadership style and autocratic style. Most of the time it has happened that Mr. Worthy used to
make all decisions himself and then he used to communicate the same to all his workers. In
addition to this, all the workers were sat free to perform the task and activities as per their need.
Mr. Worthy never used to interrupt in the work, which is a sign of laissez-faire leadership style.
On the other hand, Ms. Hogan style was participative style in which the workers were asked and
encouraged to give their opinions and views towards the benefit of organization. After
comparing the styles of bot, it can be stated that Mr. Worthy style was more effective in the
provided case. The changes such as employee engagement and interruption of Ms. Hogan in
work made the workers uneasy and also lost their productivity.
2.4 How Ms. Hogan can motivate employees
One of the best way to motivated employee is by making them free to perform their task
and duties as per their wish (Longoni, Golini and Cagliano, 2014). This management practice
was followed by Mr. Worthy and during his tenure the employees were highly motivated and
productive. Along with this, Ms. Hogan also needs to make her office far above from the factor
floor so that the workers may feel comfortable and do not have any kind of pressure at the time
of doing their task. Ms. Hogan can arrange meetings once in a month rather than arranging them
every week. All these steps will create a sense of satisfaction among employees and will also
motivated all workers. In addition to this, Ms. Hogan can also empower all her employees which
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will act as an driving force for the workers. Rewards techniques such as monetary and non-
monetary rewards can be provided to employees which will encourage them to perform more
better.
TASK 3
3.1 Benefits of working in team
One of the most important benefit of team working is generation of ideas (Alimo-
Metcalfe, 2010). As per the provided case scenario, the departmental store is looking to improve
customer satisfaction rate by 15%. A team can be termed as formation of people which have
collected together to achieve some common goals and objectives. The member in team will help
departmental store to generated ideas regarding how high degree of customer satisfaction can be
achieved. The combined efforts are considered as more effective as compared to the efforts of an
individual. Along with this, the efforts of all the people in team will be directed towards
accomplishment of one common goal which is high degree of customer satisfaction. Thus, team
will also lead help in achieving the goal in at faster speed (Importance of Team and Team Work.
2013).
3.2 Working as team leaders differ from working as team member
Working as a team leader is entirely different from working as a team members. As a
team lead, an individuals is required to take care of all the other members in team. Further at the
time of making any decision or providing any kind of suggestion, team lead is required to make
sure that each and every member of team will be satisfied by the same (Barbuto and Wheeler,
2006). On the other hand, it is not mandatory for team members to think for the benefit of all.
Further team member can also present views which can be beneficial for him only. At the time of
conflict, the leader is required to listen to both the parties and provide a fair solution's which
benefits both whereas team member is required to just take care of himself.
3.3 Review of effectiveness of team
The reviews of team effectiveness can be down with the help of qualitative and
quantitative techniques. As per the qualitative technique, standard times can be established to
achieve the goal of getting high degree of customer satisfaction. The effectiveness can be
reviewed on the basis of whether the goal has been achieved on time or not. Quantitative
technique can be also used in which comparison of actual performance of employees can be done
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with delivered performance. If expected and actual performance is same then the team and its
members can be considered as effective.
TASK 4
4.1 Factors involved in planning and monitoring
In the planning and monitoring of work performance, there are three major factors
involved which are establishment of standards, providing deadline and comparison of actual and
standards performance (Bell and Blanchflower, 2011). LSBF is required to plan an standards
performance in which things such as standard time, cost and effectiveness will be taken into
consideration. Further deadlines will be planned and monitoring of the same will be done.
During the phase of comparison, monitoring will be done in order to find out the difference
between set or standards performance and delivered one.
4.2 Plan to assess development needs
The plan for assessment of development needs is explained below as:
Recruitment of people- In the first stage, LSBF is required to select some of the people
which can assess the development need of people.
Determination of evaluation process- LSBF needs to determine a process which can be
used to evaluate the need of individual's. The process can be employee survey with the
help of questionnaire.
Implementing the process- In this stage, LSBF will required to carry out the survey of
employees in order to assess their needs. With the help of a well structured questionnaire,
the need and expectation can be accessed in effective manner.
4.3 Evaluation of assessment process
After carrying out the evaluation of assessment process it can be stated that the entire
process is very effective. It has helped in identification of needs and expectations of all the
individuals. Fair and more accurate information has been gathered with the help of questionnaire.
It has been also found that the need and expectation varies from individual to individual which
are required to be taken care of. Questionnaire was distributed personally to each person which
has resulted in getting the best possible results regarding need assessment. Every individual has
provided their answers related to need and expectations.
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CONCLUSION
From the above report it can be concluded that leadership and management are two
different things. It can be also evaluated that in order to become effective leader, an individual is
required to possess the ability to inspire others. On the other hand, it can be concluded that in
order to become more effective, Ms. Hogan is required to adopt laissez-faire leadership style
which will help in creating a sense of satisfaction among all the workers. It can be also
concluded that working in teams help in generating effective ideas which can be used to
accomplish organizations objectives.
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REFERENCES
Books and journals
Alimo-Metcalfe, B., 2010. An investigation of female and male constructs of leadership and
empowerment. Gender in Management: An International Journal. 25(8). pp.640-648.
Alter, S., 2013. Work system theory: overview of core concepts, extensions, and challenges for
the future. Journal of the Association for Information Systems. 72
Barbuto, J. E. and Wheeler, D. W., 2006. Scale development and construct clarification of
servant leadership. Group & Organization Management. 31(3). pp.300-326.
Bell, D. N. and Blanchflower, D. G., 2011. Young people and the Great Recession. Oxford
Review of Economic Policy. 27(2). pp.241-267.
Lev, A. I., 2013. Transgender emergence: Therapeutic guidelines for working with gender-
variant people and their families. Routledge.
Longoni, A., Golini, R. and Cagliano, R., 2014. The role of New Forms of Work Organization in
developing sustainability strategies in operations. International Journal of Production
Economics. 147. pp.147-160.
Mendenhall, M. E. and Osland, J., 2012. Global leadership: Research, practice, and
development. Routledge.
Neck, C. P. and Manz, C. C., 2010. Mastering self-leadership: Empowering yourself for personal
excellence. Pearson.
Singh, A. K.. and Sushil., 2013. Modeling enablers of TQM to improve airline performance.
International Journal of Productivity and Performance Management. 62(3). pp.250-
275.
Online
Importance of Team and Team Work. 2013. [online]. Available
through:<http://www.managementstudyguide.com/importance-of-team.htm>.
[Accessed on 8th June 2015].
Selection methods. 2015. [online]. Available
through:<http://www.cipd.co.uk/hr-resources/factsheets/selection-methods.aspx>.
[Accessed on 8th June 2015].
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