The Developing Manager: A Comprehensive Analysis of Management Principles and Practices

This report delves into the principles and practices of management behavior by comparing two prominent travel companies, Thomas Cook Group (TCG) and TUI Group. It examines their management styles, leadership characteristics, communication processes, and organizational cultures. The report also includes a personal SWOT analysis, a self-development plan, and a discussion of how managerial and personal skills can support career development. This comprehensive analysis provides valuable insights into the dynamics of effective management in a globalized business environment.

THE DEVELOPING MANAGER

CONTENTS
INTRODUCTION................................................................................................................................2
TASK 01............................................................................................................................................3
1.1 COMPARISONS BETWEEN TCG AND TUI ON THE BASIS OF MANAGEMENT STYLES............3
1.2 LEADERSHIP CHARACTERISTICS WITHIN BOTH ORGANIZATION...........................................5
1.3 COMMUNICATION PROCESS IN TCG AND TUI GROUP..........................................................6
1.4 ORGANIZATIONAL CULTURE AND CHANGE IN TCG AND TUI GROUP.......................................7
TASK 02............................................................................................................................................9
2.1 ASSESSMENT OF SELF MANAGEMENT SKILLS PERFORMANCE.............................................9
2.2 PERSONAL SWOT ANALYSIS.................................................................................................10
2.3 SELF-DEVELOPMENT PLAN..................................................................................................10
TASK 03..........................................................................................................................................12
3.1 LEAD AND MOTIVATE TEAM TO ACHIEVE AND AGREED GOAL OR OBJECTIVE...................12
3.2 JUSTIFICATION OF MANAGERIAL DECISIONS MADE TO SUPPORT ACHIEVEMENT OF
AGREED GOAL OR OBJECTIVE AND RECOMMENDATIONS FOR IMPROVEMENTS....................15
TASK 04..........................................................................................................................................16
4.1 EXPLAIN HOW MANAGERIAL AND PERSONAL SKILLS WILL SUPPORT CAREER
DEVELOPMENT..........................................................................................................................16
4.2 PERSONAL DEVELOPMENT PLAN.........................................................................................18
CONCLUSION.................................................................................................................................21
REFERENCES...................................................................................................................................22
1

INTRODUCTION
Every organization in different sectors have some specific goals that motivate their employees
to perform effectively. Every task performed by the employees has the sole purpose to achieve
the organisation’s goal. To perform these tasks, strategic plans are required along with proper
supervision that ensures that the entire department within the organization is moving in the
same direction; this can be considered as the roles of managers (Daft, et al., 2010). The
following module helps in understanding the management principles.
Initially, the principles and practices of management behaviour are understood by comparing
different management style and discussing leadership characteristics. Additionally, by
conducting personal SWOT analysis, self-potential is assessed. In the next section, factors that
can be useful for leading and motivating the team are understood. Lastly, a career development
plan is formed based on the self-potential assessment.
2

TASK 01
EXECUTIVE SUMMARY
Based on different factors such as management styles, leadership characteristics,
communication process and organizational structure. the following report provides a described
understanding of principles and practices of management behaviours.
INTRODUCTION
For the following report, Thomas Cook group and TUI group is taken under consideration to
comprehend the principles and practices in both the organizations. Thomas Cook Group (TCG)
is global travel company that employ over 21788 employees worldwide; on the other hand
(Thomas Cook, 2013), TUI group is the world largest travel and tourism company that employ
over 67000 employees worldwide (Nardmann, 2017).
BODY
1.1 COMPARISONS BETWEEN TCG AND TUI ON THE BASIS OF MANAGEMENT
STYLES
Management Style
For managing the tasks and resources in the organization like TCG and TUI group, managers use
different methods to ensure the desired outcome that can benefit in achieving the
organizational goals. As per Daft, et al., (2010), there are several types of methods that can be
chosen by the manager based on different factors. These factors include productivity
requirement, team effectiveness, market condition etc. Since both the groups are widely spread
across the globe, their managers use different management styles based on several factors;
however, Comparison based on different management styles are given below:
Management Styles Thomas Cook Group TUI Group
Directive  The managers generally
use this style when a new
 Managers at TUI group
chose directive management
3

moderately skilled team
is formed to attain
objectives within a
limited period.
 For instance, during peak
seasons, when stakes are
high as competitors
comes with various
schemes to attract more
customers (Bratton, and
Gold, 2017)
skills when authority gives
specific instructions that
have to be performed
without alteration such as
special discounts during
peak seasons
 Reward and punishment
method is generally used for
motivating the employees
AUTHORITATIVE
 This is used by the
managers for providing
long-term directions and
vision
 Mostly it is used for
completing departmental
goals in the organization
and feedback process is
used for motivation
 For achieving quarterly
goals, managers use this
style for providing clear
directions to the employees
 Here, based on task
performance, motivation is
provided to the employees
PARTICIPATIVE  TCG supports team
efforts and performance
more than individual
performance, thus
manager uses this style to
encourage the team
members to effectively
participate in the decision
 Here managers use this
method when the company
plans to expand in the near
future since every team
member contributes for task
completion, it becomes
easier for the manager to
detect the potential in the
4

making
 Generally used when the
market condition is
normal and employees
are skilled
employees (Derengowski, et
al., 2013)
 Based on the performance,
team members get a higher
chance of promotion and
bonuses
COACHING
 As the business expands,
managers require to
develop the skills of new
entrants, therefore,
managers use this style
for guiding them
 Managers use this method
when potential is detected
in employees and require
guidance in determining
their strengths and
weaknesses
.
1.2 LEADERSHIP CHARACTERISTICS WITHIN BOTH ORGANIZATION
For ensuring high productivity from the team, leaders in both the organization have several
traits that help in successful implementation of the plan. As the business is globally spread,
leaders in the TCG and TUI group have developed several traits that ensure high productivity.
Leaders found in both the organizations have similar traits to influence and guide the team
(Northouse, 2018); these characteristics are described below:
 Leaders in TCG and TUI group understand the importance of positive atmosphere in the
team and its impact on member's productivity; therefore, they have a positive attitude
towards tasks and risks, which creates a relaxed environment (Yukl, 2013).
 In the cutthroat competition, the team faces several setbacks, which have a negative
impact on the psychology of team-members; during such situations, leaders tend to
remain calm and align their actions logically to tackle situations. Leaders at TUI group
are more capable and trained to foresee failures and act accordingly
5

 It is found that leaders in both the organizations have the tendency to develop the
recognize and develop skills of their employees and guide them with their experience in
developing their strengths (Daskal, 2017)
 Employees can perform tasks only when they have a proper understanding of the vision
and objectives. Defining clear goals to the employees requires great communication
skills that are found in the leaders of TUI group and TCG (Daskal, 2017)
 Leaders at TUI shows commitment, by becoming the most hardworking person, they set
an example that influences their team members in improving their performance
1.3 COMMUNICATION PROCESS IN TCG AND TUI GROUP
The flow of information in any organization involves three major factors, a sender who is
capable in effectively converting their ideas into words or action, a medium through which the
information flows and a receiver capable of interpreting and responding to the message. In
both the groups, several communication processes are used to communicate within the
organizational members and outside world (Cooren, et al.,2011).
Within the organizations, verbal and non-verbal methods are used, where the message is
communicated within departments in the form of e-mail, moreover, to effectively assign the
tasks to employees, face to face communication method is used by conducting meetings and
conferences. TUI group and TCG uses technological advancement in their organizations, which
allows them in manage their business at different locations. E-mail, letters, memo, drafts are
some common form of written communication that is used by both the groups in their
organizations (Law, et al., 2014). TUI and TCG both use separate platforms for
interdepartmental communication. Apart from this, both the company publishes an annual
report that conveys the goals, objectives, milestones and other relevant information for the
stakeholders. Thomas Cook takes feedback and suggestion from stakeholders by conducting
meeting and questionnaire sessions. Whereas, TUI group also uses video conferencing and
surveys in order to reach their stakeholders. Additionally, TCG uses cascade briefings, CEO
Blogs, face-to-face interactive events to improve the communication with their employees;
6

‘HeartBeat’ is another initiative started by the company to streamline the employee
communication (Thomas Cook, 2009).
For communicating outside the organization, both organizations use different methods, this
includes using online platforms such as social media, e-mails etc., Television, print media, and
their official website. Recently Thomas Cook Group has implemented a programme where
customers can get better information about the destination, by adding a ‘Local Label’ section on
their website (FINGERPRINTS, 2018). TUI has formed a sustainability committee that ensures
that information regarding the schemes and discounts are communicated to the employees
through various means such as brochures, print media, social media etc. (Nardmann, 2017).
Failing to communicate proper information within and outside the organization leads to
miscommunication and improper use of available resources that leads to lower productivity
and act as a competitive disadvantage.
1.4 ORGANIZATIONAL CULTURE AND CHANGE IN TCG AND TUI GROUP
As the organization forms, its behaviour and values contribute to creating a unique social
environment. Each organization has a different culture based on their vision and values. As the
customers interact with the business, they experience a glimpse of the organizational culture,
which has the direct connection with customer satisfaction (Schein, 2010).
TUI group engages customers and employees with their values that are, ‘Trusted, Inspiring,
Unique’, these values originates from their employees and customers. As per the managers of
TUI group, they follow leadership culture in their organization to inspire and influence their
employees. They are the customer and employee-centric organization and provide services that
are tailored around customers (TUI Group, 2018).
7

Figure 1: TUI Values and Vision
[Source: TUI Group, 2018]
Thomas cook, on the other hand, has PROUD values that stand for, pioneering future, result
oriented, obsessed with customer service, united and driving strong decisions. These values are
embedded in the entire organization and employees work based on this to achieve the vision.
Additionally, the organization makes sure that the work culture remains positive and fun
oriented to provide motivation for their employees (Thomas Cook, 2009).
CONCLUSION
The aforementioned report provides a brief understanding of principles and practices of
management behaviour. It can be concluded that both the organisation uses several
management styles and their leaders possess different characteristics that make their
employees productive. Lastly, the organizational culture of TCG and TUI group is also analysed.
8

TASK 02
2.1 ASSESSMENT OF SELF MANAGEMENT SKILLS PERFORMANCE
Self-management skills are key factors that are required in order to manage personal as well as
professional life. As per my understanding, self-management skills help an individual to attain
their personal and professional goals and require performing more and better than expected.
There are three keys to self-management that are followed by me, which are, initiation,
organisation, and accountability. Following angles are covered while assessing self-
management skills performance:
 Providing effective and factual feedbacks to their employees is a basic task that has to
be performed by a manager on a regular basis. I observed that my feedbacks are
leaned towards factual data rather than judgemental analysis (Acharyya, 2017)
 While working with a team, asking right questions during discussions to extract
relevant information from the members is a tricky skill that is essential in an effective
manager; this skill requires improvement and with keen observation and practise this
can be improved (Drucker, 2012)
 I have good listening skills that help me in understanding the scenario; employees feel
valued around me and openly share their ideas and views regarding any plan
 I have good observational skills, that helps me in identifying the potential in any
employee and guide them to enhance their performance; additionally, this also helps
me in foreseeing any issues based on the internal and external factors (Acharyya,
2017)
 As per my assessment, another useful aspect that helps me in performing better in the
organization is my tendency of setting achievable objectives and reviewing my
performance at different levels (Certo, 2018)
9

2.2 PERSONAL SWOT ANALYSIS
STRENGTHS
 I have creative thinking and approach any task in a logical
way
 I have significant observational skills that help me in
foreseeing the issues that occur in team
 I have adaptive skills and can change my management
style based on situations and requirement
WEAKNESSES
 Fear of public speaking and addressing to major clients
are some major drawbacks
 The tendency to complete tasks as soon as possible
affects my personal life
 When the workload is high, I rush my work which affects
its quality (Rangkuti, 2015)
OPPORTUNITIES
 Marketing conferences that are going to held in next
quarter will provide me with a chance for networking
 With the upcoming holidays, I have the opportunity to
present a plan to attract and serve more customers
THREATS
 Few of my colleagues have comparatively better
communication skills, which makes them a strong
competitor for the managerial position
 Due to staff shortage, the workload has significantly
increased, which negatively affect my performance
(Addams and Allfred, 2013)
10

2.3 SELF-DEVELOPMENT PLAN
In order to become a potential manager, based on the personal SWOT analysis conducted in
above module, I require to set and priories the objectives. For the upcoming 8 weeks and based
on the priority from high to low my objectives are listed below:
ACTION REQUIRED IMPLEMENTATION
METHOD
PERSPECTIVE
OUTCOMES
DURATION
Enhance
communication skills
Participate in group
discussions, public
speaking events
Will able to effectively
present my ideas and
plan in front of the
team
6 weeks
Enhance knowledge
By reading
newspapers, and
implementing
different theories and
models in day-day
work
Will keep me up to
date regarding the
global events and
provide a better
understanding of
different
management and
leadership models
Continuous learning
process
Improved
relationship with
stakeholders
By participating in
meetings and
communicate with
clients on a regular
basis
Will provide me with
a better
understanding of
clients and
employee’s point of
view, which will be
beneficial for
planning strategies
5 weeks
(Pedler, et al,, 2013)
11

TASK 03
3.1 LEAD AND MOTIVATE TEAM TO ACHIEVE AND AGREED GOAL OR
OBJECTIVE
‘Becoming a successful and most favourable restaurant in the entire London’ is that agreed goal
that is set for the new restaurant, Stratford. In order to achieve the set goal, an effective and
motivated team is required who is positive towards challenges and put organization’s vision
before their personal goals. Leading and motivating team members are not only essential for
sustainable productivity but also to maintain a positive work environment.
For leading a team, several habits can be applied by the manager to ensure that the team is
moving in the desired direction:
 Initially, clear vision and objectives should be explained to the members and regular
assistance to work as a team and not as an individual has to be given. This can be done
by appreciating and celebrating team achievements in the restaurant
 Having a relax and fun environment makes it easier for staffs to tackle difficult
situations; by creating a positive environment, team members will feel free to approach
each other at the time of need (Raza, 2017)
 In a restaurant business, proper resources are essential for the team to perform at their
best, failing to do so greatly affect their performance and will to work. Therefore,
availability of proper resources that staffs need must be considered seriously
 Team members perform better when they know that management has trust on their
talents, this includes allowing them the freedom to use their skills and make mistakes
and influence them to avoid same mistakes rather than direct taking strict actions (Raza,
2017)
 Actions and instructions of a manager must be congruent in order to set an effective
example in front of the team; workers get influenced by the leader who applies
instructions on oneself before giving to others; this also encourages leadership
behaviour in the team members and lead towards increased productivity
12

 Team members should have a mindset that they are leading towards greatness, this
mindset can be created by the manager by offering them something to learn and grow
while they perform tasks. Providing them with the opportunity to get recognized in the
restaurant can influence them to work effectively
 In order to enhance the skills of the team members and influence them to keep
organizational goals before their personal goals, it is essential to provide them with
proper factual feedbacks both positive and negative. This will help the team to realize
their shortcomings and influence them to take necessary steps to overcome them
A team maintains a sustainable productivity level when they are motivated towards their tasks,
it is the responsibility of the manager to ensure that proper motivational factors are considered
and applied in order to motivate the team. For the given condition, Maslow’s Hierarchy of
Needs can be applied to ensure that team members are motivated at all time. It covers all the
human needs in a five-tier model that can be used by the manager to motivate individuals in
the team. Broadly these needs can be divided into three categories that are explained below:
Figure 2: Maslow's Hierarchy of Needs
[Source: McLeod, 2018]
13

BASIC NEEDS
Psychological needs are the basic requirement that is necessary for human survival, and which
must be fulfilled by the managers; this includes, shelter, food, drink, clothing etc. Making
necessary decisions, that ensures the fulfilment of these factors must be a top priority for the
manager to motivate the restaurant staff (McLeod, 2018)
Safety needs are the next stage of hierarchy that consists of providing security and safety for
the employees. This can be provided by giving job security to the restaurant employees and
creating a safe and positive work environment for both genders.
PSYCHOLOGICAL NEEDS
Love and belongings needs must be fulfilled once the basic needs are considered; by
generating the feeling of belongingness and love within the team members, they can be
significantly motivated as they will enjoy working together and will see forward to come to
work on a daily basis (McLeod, 2018).
Esteem needs for oneself and others is the next sub-category that has to be fulfilled by the
managers; this can be done by providing significant independence and respect to the
employees. Giving respect to the team members is a way to encourage positive work
environment (Block, 2011)
SELF-FULFILMENT NEEDS
Self-actualization is the only sub-catogary where the motivation increases as the needs are
met, at these stage employees are more focused to achieve greatness in their skills and work to
improve them as a person. Employees at this stage are in continues process of becoming better
day-by-day (Robertson, 2016).
The entire Maslow’s theory can be considered as a guideline for the manager, as the deficiency
needs are met, motivation decreases after some period; therefore manager must encourage
the team members and lead them towards the path of self-actualization where the need to
become better increases regardless of the external factors (Block, 2011).
14

3.2 JUSTIFICATION OF MANAGERIAL DECISIONS MADE TO SUPPORT
ACHIEVEMENT OF AGREED GOAL OR OBJECTIVE AND RECOMMENDATIONS
FOR IMPROVEMENTS
In order to attain the agreed goals, the team has to be lead towards the same direction and all
the tasks assigned to each member must contribute to achieving a common goal. To become
the most favourable restaurant in London, several decisions have been taken by the
management to lead and motivate the staff.
For leading the team towards the same direction, decisions have been taken involves providing
significant freedom to the team members to perform their tasks uninterruptedly and making
mistakes as the form of improvement rather than taking strict action against staff. Since the
staffs are skilled and provide minimum assistance in the tasks they perform, the team
leadership style is the most appropriate way to guide the employees. Providing the space and
encouraging innovation in the newly started restaurant may provide a competitive advantage
(McLeod, 2018).
Additionally, by setting examples and nurturing the leadership quality of each individual, team
members will feel more empowered and focused towards their tasks, moreover by conducting
regular meetings to track down the progress and discuss ideas to achieve the goal will generate
the feeling of importance and will create a clear vision that has to be achieved.
The managerial decision also includes taking necessary actions to ensure that all the employees
in the restaurant are motivated. To ensure this, Maslow’s theory of motivation is decided to
implement that will cover all the human needs that can be used for motivation. Since people
are more creative and active when they feel motivated, it is essential for Stratford to offer
several monetary and non-monetary services to the employees based on their needs and
performance. Deficiency needs are fulfilled to maintain a certain form of advantage over the
employees that will keep them motivated until the need is nullified (Robertson, 2016).. At the
same time, a strategic plan will be implemented to guide the team towards self-actualization
where members will no longer feel bound for external motivational factors but instead will
improve their performance to become the better self.
15

TASK 04
4.1 EXPLAIN HOW MANAGERIAL AND PERSONAL SKILLS WILL SUPPORT
CAREER DEVELOPMENT
From self-assessment, I got a clear understanding that I posses a specific set of managerial and
personal skills that will help me in achieving personal as well as oganzational goals in the near
future. These skills are listed below:
MANAGERIAL SKILLS
Planning
Significantly good analytical and task assigning skills have given me an edge over my colleges; I
have a keen observation towards the available resources and how they can be optimized to
their full potential in order to achieve tasks. My strategic approach towards the problems such
as to gain a competitive advantage in hospitality sector helps in taking effective decisions
(Bolden, 2016).
Organizing
Innovative and logical thinking skills help me in organizing the usage of the resources in an
efficient manner; additionally, my ability to see the bigger picture is beneficial while organizing
the team and assigning tasks based on their skills and situation’s requirement. Moreover,
significant technical knowledge and use of Microsoft Office helps is forming better
organizational plans (DOYLE, 2018).
Coordinating
Communication is an essential aspect of the hospitality sector, especially while managing a
team; adaptability, relationship building, and listening skills promote my workers to share their
views and issues regarding personal and professional life. This helps in building loyalty and trust
in the team.
Delegating
16

My conflict management and leadership skills help in resolving the departmental conflicts and
influence others to enhance their performance. These portray an image of a trustworthy and
strong manager. Additionally, the goal-oriented approach not only improves the work quality
but also helps in managing time (Greenhaus, et al., 2010).
PERSONAL SKILLS
Personal skills play a vital role in organizational culture, the way employees treat their colleges
and perform basic functions are dependent on the personal skills they possess. Some of my
personal skills that help me in performing at the workplace are:
Critical thinking ability
Innovative thinking, logical approach and detail oriented planning provides me with an edge to
overcome difficult situations and strategically plan to avoid the same mistakes in future.
Moreover, innovative thinking is useful in the hospitality sector as new tactics are required to
attract more customers and improve services (DOYLE, 2018).
Flexibility and dependability
Since the hospitality is a dynamic sector, employees working must also accept changes in a
positive manner. Adjusting with the requirement and environment has always been a positive
aspect that has helped me in managing completing several tasks. These skills not only help in
adjusting to the changes but also make me a dependable asset, one that can be trusted in
difficult situations (Zepeda, 2013).
Self-motivated
I am ambitious in nature and seek new challenges in order to learn and enhance my knowledge
and improve my understanding towards different factors. The hospitality sector is an
appropriate industry that offers different opportunities and challenges. Additionally, self-
motivation skills allow me to focus on the work at the time of difficulties. Since my motivation is
not dependent of deficiency needs, it makes me a valuable asset for the hospitality industry.
17

4.2 PERSONAL DEVELOPMENT PLAN
CURRENT PERFORMANCE
Based on the current situation, I possess a specific set of skills, both managerial and personal
that makes me a valuable asset to the hospitality business. Key factors include effective and
strategic planning, improved written communication skills, adaptability to changing situations
and self-motivation (McGrath, 2014).
FUTURE NEEDS
Continues enhancement in knowledge and skills is the key factor for moving forward in
personal and professional life. Existing managerial skills can be enhanced by improving
following skills identifying the interest of stakeholders, public speaking, and cost cutting
measures and evaluating staff performance skills. Existing personal skills can be improved by,
increasing accuracy, diplomatic, and productivity.
CAREER DEVELOPMENT NEEDS
DEVELOPMENT
REQUIRED
IMPLEMENTATION
METHOD
OUTCOMES DURATION
Interest identification
of stakeholders
Investing time in
establishing the
relationship with
stakeholders and
understating their
perspective
Will help in forming
more effective plans
that are based on the
requirement of
internal and external
stakeholders
5 weeks
Enhanced public
speaking
By participating in
public speaking
events such as
seminars, group
discussion etc.
Will able to explain
the plan and ideas in
better form to team
and stakeholders
6 weeks
Enhanced cost- By differentiating the Will help in maintain 3 weeks
18

cutting measures
needs and
requirement of the
staffs, and investing in
the resources that are
needed to perform
tasks
the department
budget that can be
invested in other
tasks
Evaluating staff
performance skills
By applying relevant
theories and models
in real life situations
for evaluation
Will help in taking
necessary actions for
improving and guiding
the team, which will
eventually result in
increased
performance
4 weeks
(Patton, and McMahon, 2014)
PERSONAL DEVELOPMENT PLAN
DEVELOPMENT
REQUIRED
IMPLEMENTATION
METHOD
OUTCOMES DURATION
Error detection
By prioritising and
focusing on the single
task at a time
Will improve the
quality of work and
increase confidence
Continuous learning
process
Enhance diplomatic
skills
By reading relevant
books and articles
and observing the
surroundings
Will help in
identifying and
tackling the
organizational politics
4 weeks
Increased
productivity
By effectively
managing the time
and applying Gantt
chart for tracking my
Will result in
increased work
quality and
3 weeks
19

work
(McGrath, 2014)
20

CONCLUSION
The aforementioned report clearly explained the management principles, which is helpful in
creating career development. The initial section, which helped in understating the practices and
principles of management behaviour; it can be determined that a manager has to adapt to
different management styles and possess leadership traits in order to effectively guide the team
and adjust to the organizational culture. Later, by assessing self-management skills, several
factors were analysed from different views that helped in prioritising the objectives. In addition
to this, from different factors for leading team and motivational theories, it can be determined
that managers have different factors through which they can motivate and influence their team
members. Lastly, career development plan has been created through which it can be concluded
that, self-assessment and continues enhancement is essential for a manager in order to
maintain sustainable growth in personal as well as professional life.
21

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