Leadership and Management in Organizations

This assignment delves into the crucial distinctions between leadership and management within organizational contexts. It examines various theories and models related to both concepts, highlighting their unique characteristics and impacts on employee engagement, motivation, and overall organizational performance. The analysis draws upon academic research, real-world examples, and online resources to provide a comprehensive understanding of leadership and management's role in shaping successful organizations.

Working with and Leading
People

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Recruitment and selection process ........................................................................................3
1.2 Impact of legal, regulatory and ethical considerations .........................................................4
1.3 Part of selection process.........................................................................................................4
1.4 Self contribution.....................................................................................................................5
2.1 Skills and attributes needed for leadership............................................................................5
2.2 Difference in leadership and management.............................................................................6
2.3 Instantaneous Leadership styles.............................................................................................7
2.4 Motivational methods............................................................................................................7
TASK 2............................................................................................................................................8
3.1 Benefits of team working and their effectiveness..................................................................8
3.2 Importance of working in a team...........................................................................................9
3.3 Effectiveness of team in achieving goals...............................................................................9
4.1 Factors involved in planning monitoring and assessment ..................................................10
4.2 Plan for assessing developmental needs of employees........................................................10
4.3 Evaluation of success...........................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13
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INTRODUCTION
An organisation is made up of employees or individuals who are oriented towards
achieving collective goals. Human resource department is an important part of firm to coordinate
these individuals into a team and departments. The important task that is completed by human
resource department is to select and recruit prospective candidates that become beneficial after
sufficient training. Present report is about courier firm 'PMC' (Purple Mail Company) which is
one of the largest courier companies in UK. Objective of this assessment is to achieve knowledge
regarding business functioning through effective working of teams and employees. It will also
derive a plan that will monitor and evaluate this efficiency for PMC.
TASK 1
1.1 Recruitment and selection process
PMC is facing some issues that have resulted in financial losses as well as increasing rate
of employee turnover. From senior managers to ground staff, about 100 employees have left
company. This situation led to development of opportunities for other individuals. The selection
and recruitment process consists of several stages so that efficient and good quality human
resources can be acquired (Armstrong and Taylor, 2014). This will help the organisation to cope
up with the past failures.
1. Advertisement is the first stage of selection and recruitment. Candidate’s profiles must be
sorted according to probable requirements in PMC. This will reduce excessive work
during recruitment. The advertisements must be published in newspapers relevant online
platforms for better coverage.
2. Third parties must not be involved in this crucial process.
3. About 2-3 stages must be kept during interview. This will help in screening maximum
capabilities of individuals.
4. Communication of clauses and regulations that will be implemented on individuals must
be clear. It will develop prospective candidate's mind-set regarding further processing.
Ultimately, this information will help person to decide whether to join the organisation or
not.
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5. Employees have to be examined and judged after selection. Their response to induction
training and company atmosphere will dictate securing of that position. The recruitment
process is incomplete without completion of induction training.
6. Reviews must be collected so that further improvements can be done in selection and
recruitment.
Documentation required for the process of selection and recruitment is based on job
description and person specification which are stated as below:
Job Description: The proposed vacancies are for drivers who are capable to meet daily
targets (at least 50 deliveries per day). Company currently has 65 vacant positions. The working
hours are flexible and would be discussed once interview process is completed.
Personal Description: Person must have completed his higher secondary schooling along
with having at least 3 years of experience in commercial driving. License is essential with proper
authorised certifications regarding citizenship of UK.
1.2 Impact of legal, regulatory and ethical considerations
It is important that governance factors of every organisation are ethical and valid enough
to safeguard it from external offensive activities. Right from the beginning of working cycle of
an employee in PMC, it should be made clear that there are certain legal complications that are
needed to be followed throughout the tenure. Degradation that was faced by PMC in given
scenario was due to lack of good quality employees. Dedication towards organisation was
minimum at the senior most level (CEO). This led to further consequences which ruined PMC’s
image in the eyes of its customers. Hence, legalisation and regulatory considerations are an
important part of selection and recruitment process (Zhao and Liden, 2011).
It must be stated clearly that no unethical practises will be entertained inside company's
functioning atmosphere. Ethical considerations are declaration of compensation clauses, rewards
and incentives. It also includes maintaining transparency as when a company doesn't have hidden
motives or exploitation plans then it is ethical and follows the path of sustainable development.
All government rules and regulations must be followed so that no violation of rights and duties is
experienced (Bratton and Gold, 2012). When all these aspects are considered and adopted then
PMC won't face such major consequences in the future.
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1.3 Part of selection process
Being a part of this process of recruitment and the HR manager of PMC, I have to take
care that cost of enrolment of new people is all recovered through their inputs in development of
company. Final stage of recruitment was examined by me. All activities from systematic
execution to unbiased selection were screened and evaluated correctly. Since, company has been
facing financial crisis and extremely critical conditions internally, it is important that employees
that will join are cooperative and concerned. Hence, specific details regarding job and working
atmosphere is well delivered. The interviewing panel is skilled and experienced so, they will
perform their assigned tasks efficiently (Phillips and Gully, 2015).
1.4 Self contribution
HR manager has a vital role in this hiring procedure. I had managed to perform following
tasks:
 I had designed the complete framework for staffing.
 Specific roles and duties were assigned to people so that no chaotic experience would be
gathered.
 Advertisements were published in local newspaper and company's digital media
platforms so that more accessibility can be obtained.
 Interview questions and panels were selected by myself. I made sure that no special
preference is given to any candidate.
 I had performed the filtration process after interviews for gaining better knowledge about
prospective individuals.
2.1 Skills and attributes needed for leadership Business organisations depend on efforts and qualities of a leader. Their steps and
decisions help in achieving goals and objectives (Lloyd-Walker and Walker, 2011). But
before assigning the role of a leader, it is important to recognise certain skills and
attributes in a person so that he/she can be qualified as a leader.Passion: Efficient leaders
have the most prominent quality as passion. Enthusiasm for work helps in inspiring
employees and followers. This also creates a good working environment in company.
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 Decision making power: PM Company cannot make proper decisions and has poor
leaders. Decisions are an important aspect of every strategy. If these are not taken
correctly, end result will be the one that company would face losses. Hence, leaders must
be able to take good quality and quick decisions (Murphy and Johnson, 2011). Commitment towards work and followers: Follow up of said words is commitment.
When a person fulfils his/her pledge and responsibility, then followers develop trust and
faith. Good communication power: Transfer of complete and correct information at every level
of organisation is effective communication that must be a significant attributer of leader.
 Cohesive nature: Team building process must be the purpose of every leadership.
Strategies must be in direction of bringing all employees together and not creating
individual groups.
2.2 Difference in leadership and management
LEADERSHIP MANAGEMENT
 Leaders set goals and targets for
company or group they are leading.
 These have followers.
 Terms like motivation, empowerment
and inspiration are related to leadership
(Ratcliffe, 2013).
 The major objective of effective
leadership is to meet set targets and
vision through leadership skills.
 Leadership is variable. Depending on
current situations and resource levels,
leaders have to implement the specific
plans.
 Long term progress is visualised
 Managers handle instructions and
operational activities (Bolman and
Deal, 2014).
 These have subordinates.
 Management can be an attribute of
leadership.
 It contains several activities that vary
according to the nature of resources.
These are planning, organising,
coordinating, executing, etc.
 Management has a stable nature. It
doesn't usually require to change a
managing structure of an organisation.
 Short term goals are set to meet long
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through leadership.
 Leaders tend to work with team
especially transformational ones. They
don't behave in impulsive manner
towards their followers.
term vision.
 Management people or managers are
reactive and they do not collectively
participate in completion of tasks. They
just give instructions to their
subordinates and monitor its
implementation (Marker, 2010).
2.3 Instantaneous Leadership styles
PMC is on verge of extinction. Leaders working for the organisation have to embrace
certain leadership styles according to the need of situation. Democracy is a governance that
involves equal importance and rights given to every individual who resides. Participative or
democratic leadership style was applicable when staff members of PMC were facing problems in
cooperating with its CEO and managers. This would have helped in better communication and
bridging of gap that had occurred between senior level employees and other staffs.
Transformational leadership style could have been applied by leaders during financial
crisis. Obligations on company were increasing and people were finding it difficult to continue in
the firm. This style involves development of strategies that have long term impact and vision
(Vaccaro and et. al., 2012). They build up an environment of togetherness which enhances
productivity of both employees and company. Application of autocratic leadership style is in
those areas when instant result is required without any external influence. For example, PMC
was facing difficulty in managing its administration. This led to irregular checks and monitoring.
If autocratic rule was adopted in this situation then certain consequences could have been
avoided (Leslie and Canwell, 2010).
2.4 Motivational methods
Major objective presently set for Purple Mail Company (PMC) is to develop an efficient
management structure so that company can recover from its losses and gain a better market
reputation (Economy, 2016). For achieving this target, following motivational methods can be
adopted by PMC:
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1. Integration: When certain staff members and important senior level executives suddenly
left the organisation, other staff members found it difficult to survive. Hence, leader has
to act with integrity and work by fulfilment of employee interests levels.
2. Becoming a good listener: The most ignored part of a communication is listening. Leader
has to listen and address problems and suggestions delivered by the staff. This will
encourage them to express their views and thoughts more freely.
3. Appropriate and timely pay: Despite of crisis situations, leader must be able to assure
staff members that their salary and incentives won't be affected due to losses of PMC.
Commitment once made must also be completed so that distrust would not gathered.
4. Appreciations: Every working person wants to get appreciated for the quality of service
that is being given. It is the moral responsibility of leaders that they appreciate good work
and provide suggestions if any improvement is needed (Kouzes and Posner, 2011).
TASK 2
3.1 Benefits of team working and their effectiveness
Head of an enterprise cannot look after each and every activity going around. Division of
staff members into respective teams helps in better arrangement of business operations (What
Are the Benefits of Teamwork in Business?, 2017). Team work instigates many benefits for PMC
some of which are stated below:
1. Flexibility: PMC can become more flexible through establishment of teams. It will not
only help in developing current position in market but also gives time to explore
opportunities for business expansion. Inclusion of employees that consists of variable
skills in a team, makes completion of a particular task easy. This aspect indulges business
foundations to work in teams.
2. Increasing innovation: Teamwork gives working individuals their own space. This
automatically improves the creativity of them and gives birth to innovation. With new
techniques and methodologies, teams try to find out more effective ways of completing a
task. Hiring capacity also increases for a company that has separate teams according to
required set of skills.
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3. Morale enhancement: Responsibilities are divided amongst every member of a team.
This helps in building trust and faith of workers towards their commander which also
boosts their morale. PMC must adopt team work in its foundation so that people will
experience more authority in their respective workspace. This indirectly enhances the
morale and confidence of employees (Haeckel, 2013).
3.2 Importance of working in a team
Teams consist of two important people that is a leader and a member. Both the roles are
significant and perceive attributes like goals, conflicts and difficult situations differently.
Importance of working as a leader: Just like organisations require heads or commanders
for achieving goals and objectives, teams also require an instructor or a leader (Chiaburu and et.
al., 2014). This individual will help in giving PMC a direction and path to work on. His vision is
based on company's vision and targets. Moreover, conflicts and difficult situations are easily
handled and sorted. There are situations when team gets demotivated and loses their purpose of
working. Leader helps in creating an inspiring and lovable atmosphere for work.
Importance of working as a member: Basic building blocks of a team are its members.
They are responsible for executing tasks and conducting other operations on the behalf of leader.
They don’t worry much about achieving team targets but are focused on fulfilling their own
goals. Their expectations are to get appreciated and rewarded for giving exemplary services.
When these are not met, conflicts get arise. Internal conflicts or difficult situations have to be
solved by using guided approach of leader (Clutterbuck, 2011).
3.3 Effectiveness of team in achieving goals
Goals and objectives are formulated to give every team a direction for performing their
role (Dalakoura, 2010). PMC has divided its complete business operations into individual
operating teams. The effectiveness of teams in achieving goals can be examined and reviewed as
follows:
 Teams must perform their tasks smoothly without development of personal conflicts. If
parcels are not delivered on time then customers will be dissatisfied by services of PMC.
It means that delivery and distribution teams are not effectively working.
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 Proper definition of roles and responsibilities also improves the efficacy of teams because
every member will become aware about their respective functions and no overlapping
will take place.
 When expectations of all team members and leaders are met, then no conflicts or clashes
take place. This also results in smooth management.
 Effectiveness is not only judged by speed of achieving goals. It also refers to the use of
resources. If a team meets its requirements in stipulated resources then they are effective
or efficient (Bratton and Gold, 2012).
 When productivity level of PMC increases then teams become efficient. Their motive
must be development and innovation in strategies rather than lame or monotonous
functioning. It helps in improving the market image of organisation which will help in
beating competition.
4.1 Factors involved in planning monitoring and assessment
Monitoring and assessment is important for every business organisation. Especially in
case of PMC, it plays a vital role. The below mentioned factors are included when plans are
developed regarding monitoring and assessment.
 Performance standards must be set. Before judging employees on any criteria, it is
important that some standards are predefined. This will help in creating better assessment
and evaluation without being producing a vision of biasses.
 Monitoring can be done through maintenance of proper records. This requires sufficient
attainability of resources. If PMC provides proper resources to work then a good
screening facility will be available (Rich, Lepine and Crawford, 2010).
 Quality of human resources can be improved with financial resources. It is important that
utilisation is effectively done. With timely feedbacks and incentive acquisition reports, it
becomes easy to understand the employee who is beneficial for the firm and also the ones
who are not.
 Approaches must be clear within minds of evaluators (Haeckel, 2013). Theories and
models that can be helpful in improvising such factors can be adopted. This helps in
better implementation of strategies with greater efficacy.Strategic development for
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managing all monitoring factors is important. Steps taken to evaluate working processes
of employees must be analysed carefully as wrong decisions may have adverse effects on
company.
4.2 Plan for assessing developmental needs of employees
Development needs for employees are felt when a company is not performing according
to the set standards. Hence, it is important to create a plan that will help in overcoming this led
backing factor of PMC. The proposed plan for assessing these needs is given as below:
Setting of goals and targets: Before devising any plan, it is important that targets are
properly defined. This will give direction and guidelines for working. Moreover, a clear picture
will be drawn regarding areas that need to be developed for every individual.
Setting skills standards: Being a parcel delivery company, communication skills and
rapid implementation of task are highly required in a person (Gruman and Saks, 2011). For
example, if a driver is unable to meet his daily targets of say 50 deliveries then he is lacking in
certain competencies. When certain skill standards are defined then it becomes easy to
differentiate and act.
Training needs: Recognition of required skills help in addressing proper training to
individuals. Grooming can be done by imparting good quality training and conversion of
weaknesses to strengths.
Monitoring and Evaluation: This listing of essential activities required in training must
be monitored and evaluated. Monitoring helps in getting knowledge of factors that are hindering
the process of development (Frederiksen and et. al., 2013).
Feedbacks/ Suggestions: Improvement and changes are constant. They not only increase
the productivity but also help in fighting competition. Feedbacks and suggestions help in
designing these strategies that will produce changes. Getting a review or suggestion for a
particular strategy helps in producing better and innovative in the future.
4.3 Evaluation of success
Success of assessment process that was executed as per the designed plan depends on
factors like pace of developments, time taken for achieving targets and adaptability of
individuals for that particular training. For PMC, to be on track, its management standards must
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be evaluated timely. Regular interactions and feedbacks from clients and workers will help in
getting insight of organisation’s functions. New goals and targets must be given by leaders to
upgrade the quality of working (Armstrong and Taylor, 2014). Moreover, it is important that
suggested developments are accepted positively by employees and productivity will be
increased.
CONCLUSION
It can be concluded from the report that Purple Mail Company faced a critical situation
within its internal organisational structure which led to certain conflicting situations. With the
help of this report, viability of proper staffing procedure is realised by the HR manager. It also
helps in understanding two important aspects of business functioning that is management and
leadership. Report has assessed that without activeness of these attributes, it becomes difficult to
handle the teams. Proper working of teams and their assessment procedures provide a glance on
the importance of monitoring and its procedure. In this way, PMC can bring itself out of crisis
and refresh its consumer oriented image.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bolman, L. and Deal, T., 2014. Leadership and management. Christian Youth Work in Theory
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Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Chiaburu, D. S. and et. al., 2014. Relative importance of leader influences for subordinates’
proactive behaviors, prosocial behaviors, and task performance. Journal of Personnel
Psychology. 1. pp-
Clutterbuck, D., 2011. Coaching the team at work. Nicholas Brealey Publishing.
Dalakoura, A., 2010. Differentiating leader and leadership development: A collective framework
for leadership development. Journal of Management Development. 29(5). pp.432-441.
Frederiksen, N. and et. al., 2013. Diagnostic monitoring of skill and knowledge acquisition.
Routledge.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Haeckel, S. H., 2013. Adaptive enterprise: Creating and leading sense-and-respond
organizations. Harvard business press.
Kouzes, J. M. and Posner, B. Z., 2011. Credibility: How leaders gain and lose it, why people
demand it (Vol. 244). John Wiley & Sons.
Leslie, K. and Canwell, A., 2010. Leadership at all levels: Leading public sector organisations in
an age of austerity. European Management Journal. 28(4). pp.297-305.
Lloyd-Walker, B. and Walker, D., 2011. Authentic leadership for 21st century project delivery.
International Journal of Project Management. 29(4). pp.383-395.
Marker, D., 2010. Leadership or management. Management Quarterly. 51. pp.31-34.
Murphy, S. E. and Johnson, S. K., 2011. The benefits of a long-lens approach to leader
development: Understanding the seeds of leadership. The Leadership Quarterly. 22(3).
pp.459-470.
Phillips, J. M. and Gully, S. M., 2015. Strategic staffing. Pearson.

Rich, B. L., Lepine, J. A. and Crawford, E. R., 2010. Job engagement: Antecedents and effects
on job performance. Academy of management journal. 53(3). pp.617-635.
Vaccaro, I. G. and et. al., 2012. Management innovation and leadership: The moderating role of
organizational size. Journal of Management Studies. 49(1). pp.28-51.
Zhao, H. and Liden, R. C., 2011. Internship: a recruitment and selection perspective. Journal of
Applied Psychology. 96(1). p.221.
Online
Economy, P., 2016. 9 Super Effective Ways to Motivate Your Team. [Online]. Available through:
<http://www.inc.com/peter-economy/9-super-effective-ways-to-motivate-your-
team.html>. [Accessed on 7th January, 2017].
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Ratcliffe, R., 2013. What's the difference between leadership and management?. [Online].
Available through:<https://www.theguardian.com/careers/difference-between-leadership-
management>. [Accessed on 7th January, 2017].
What Are the Benefits of Teamwork in Business?. 2017. [Online]. Available
Through:<http://smallbusiness.chron.com/benefits-teamwork-business-3250.html>.
[Accessed on 7th January, 2017].
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