Unit 14 - Working with and leading people

Please include graphics, introduction page,cover page and follow given scenario in attached assignment brief. Kind regards.

WORKING WITH AND LEADING PEOPLE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Prepare documentation to select and recruit a new staff for UPS..........................................1
1.2 The impact of legal, regulatory and ethical considerations to the recruitment and selection
process for UPS Company...........................................................................................................2
1.3 Taking part in the process of selection...................................................................................2
1.4 Own contribution to the selection process in the UPS Company..........................................3
TASK 2............................................................................................................................................3
2.1 Explain the skills and attributes needed for leadership..........................................................3
2.2 Difference between leadership and management and how does this help towards better
understanding with special reference to UPS..............................................................................4
2.3 Different leadership styles for different situations with special reference to UPS................5
2.4 Ways to motivate staff to achieve objectives for the chosen scenario...................................5
TASK 3............................................................................................................................................6
3.1 Benefits of team-working for UPS Company........................................................................6
3.2 Working in a team and dealing with conflict as a leader or member.....................................7
3.3 Review the effectiveness of the team in achieving the goals.................................................7
TASK 4............................................................................................................................................8
4.1 Factors involved in planning the monitoring and assessment of work performance at UPS
Company......................................................................................................................................8
4.2 Plan and deliver the assessment of the development needs of individuals at UPS Company
......................................................................................................................................................8
4.3 Success of the assessment process.........................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The working with and leading concept in the present business environment provides useful
and effective methods to seniors for leaning subordinates and employees at the workplace. With
an aim to comprehend this concept in the practical context, the paper here is discussing about
approach and process to the fair recruitment and selection of new members and achieve
corporate objectives with their effective management and support.
TASK 1
1.1 Prepare documentation to select and recruit a new staff for UPS
As given in the case, 50 members plus some senior managers left the UPS courier firm and in
order to fill these vacant posts of the HR department will prepare the following document to
select and recruit new members:
Approval of recruitment
The process of recruitment is started with the approval of recruitment from organizational
authority. The particular department of the company who need new personnel send a draft with
description and a document of position which describe the needed education and skill for the
post. After approving the draft, the authority of UPS’s transfer it to human resources department
for the further process (Adair, 2009).
Position description
Before giving the advertisement in the market, it is essential for the UPS to describe the
position for which it is going to recruit new member. Moreover, the organizational authority
approve the position description of the post. The description of position contains the
responsibility and duty of the position. The human resource managers of UPS’s describe the
position as administrator and driver (Bisk, 2017).
Advertising
For the recruitment process advertising is very important process, which is done by human
resource department of the organization. For required position, the organization gather potential
candidate from the advertisement. There are different media by which company can post their
job advertisement, and it is depends on the human resource department to use any suitable media
for their job posting (Friedman, 2017).
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1.2 The impact of legal, regulatory and ethical considerations to the recruitment and selection
process for UPS Company
Before starting the recruitment process, the HR manager of UPS have to aware about some
rules and regulation. Awareness of rules and regulation aid the firm in risk minimization,
interview question, job posting, checking job offers, etc. There are many types of law which
have linked with recruitment process and their impacts is described below:
Impact of sex discriminatory act – United Parcel Service is bound to continue the sex
discriminatory act. If any person is qualified for their job whether it is male or female, the firm is
bound to recruit them without any discrimination based on gender (Germano, 2010).
Impact of race relation act – The individual who has legal work permission in UK is capable for
the job of UPS without any concern of their nationality or race.
Impact of equality (age) regulation – The HR manager of UPS has to provide equal benefits to
the young and old citizens in recruitment process, if it offer special rights to any of two group, it
will be illegal and break the equality (age) regulation act.
Impact of law in Advertising stage – In order to give advertisement of job the HR department of
company make sure that the particular target to all without discriminating any group of people
against their sex, age, race, ethnicity etc. and should ensure that advertisement does not break the
law (Greenwich, 2000).
Impact of law in Interview stage – Interview process of UPS must obey the law and the interview
board has no right to ask any question that affect their religious, treat every candidates equally.
Impact of right to employment – The interview board should check that the individual has legal
right to work in UK and verify their criminal record.
Impact of statement of employment – UPS has to provide statement of employment to the new
employee in which all terms are mention about their salary, working hours, etc (Johannsen,
2014).
1.3 Taking part in the process of selection
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After positing the agenda of personal specification and job description, I took an active part in
the recruitment process. My main role as a HR assistant and how I engaged in the whole process
is given below:
Panel of selection and recruitment – First of all, I will select some executives to take candidates
interview.
Applicants short listing – It was a critical job for me, as all applicants were best qualified for the
post. Thus, to select the best one, I design a MCQ questionnaire together with a written
examination paper to short list the individuals in an unbiased manner (Lewis and Gates, 2005).
Interviews – I formed a structure to ask some basic questions related to work by the interviewer,
in order to keep them on the track and provide adequate time to all candidates. For this work, I
was really appreciated by the senior members, as it saved their energy and valuable time.
Appointment – I was responsible to prepare and offer an appointment letter to the selected
applicants by including all necessary informations in, i.e. work method, system, payment terms
and date of joining (Marquardt and Horvath, 2014).
1.4 Own contribution to the selection process in the UPS Company
Other than the selection process, I was involved in various tasks to ensure that ethical practices
are integrated and legal obligations are met in the overall procedure of recruitment. For instance,
I organized senior executives meetings to discuss upon the recruitment and selection aspects. I
was also responsible to keep the overall procedure fair and legal by maintaining an adequate
level of transparency, accountability, equality and objectivity (Mattson, 2016). Throughout the
interview of new staff members, I remain busy with the activities of application screening and
analyzing individuals potential to shortlist them for the interview. Moreover, my duty including
the written test of applicants, calculating their marks and reporting the outcomes in proper
manner to senior executives. The complete procedure was key transparent and the applicants,
who were not selected was provided with valid reason. Therefore, it can be said that I played an
effective role in the UPS recruitment process by making it reasoning and logical for all (Perrin,
2010).
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TASK 2
2.1 Explain the skills and attributes needed for leadership
The following managerial skills are required by the leader of UPS:
Technical skill: Worker expect from their leader to be expertise in the particular activity that
comprise methods, procedures, processes or techniques to sort out technical problems.
Human skill: The leader of firm has ability to work with, motivate, understand and communicate
with folks and groups as well as should be capable to communicate with people, to work with
discipline and resolve conflicts (Prive, 2012).
Conceptual skill: The leader should comprehend abstract or general ideas and apply them to
particular situations.
Diagnostic skill: As regard of this skill it is very important part for a leader job to find out the
nature of a problem with people, thing or event and ideas.
Political skill: It is an ability by which leader attain the power that needed to achieve the
objectives (Schunk and Zimmerman, 2012).
Besides above, there are following some personal qualities that needed for good leadership:
 Emotional balance: The leader works in various situations which involves leadership
meeting targets, conflicts, authority, etc. and to face all these situations confidently and
successfully, the leader has to maintain self-control and emotional balance (Vernon, 2015).
 Being proactive: The leader have some aim to attain it. But there are some situation which
are risen suddenly, in that situation the leader of UPS should capable with having missionary
ability, being committed, taking accountability instead of passing the blame to others.
 Creativity: Leader should be creative, in any situation to come up with adequate and effective
response (Ulrich, 2013).
2.2 Difference between leadership and management and how does this help towards better
understanding with special reference to UPS
Managers are people who perform the task of managing the business and is generally
thought that they attain the desired objectives by undertaking the main functions of budgeting,
planning, staffing, organizing, controlling and problem solving. On the other side, leaders
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develop a direction, motivate, inspire and align individuals (West, 2012). In other words, it can
be said that the leaders have passion, creativity and soul, while a manger has rational, persistence
and mind. A leader is innovative, courageous, inspiring, flexible and independent, whereas the
managers are analytical, consulting, stabilizing, authoritative and deliberate. UPS should have an
adequate mix of managers and leaders to succeed and in fact the courier firm actually need many
first-class managers and few leaders to run the business properly and deliver the services on time
(Zaleznik, 2004).
2.3 Different leadership styles for different situations with special reference to UPS
The below are some basic leadership styles used in the different situations in a company:
Bureaucratic – It comprise the management by book in which every things are undertaken as per
the decided procedure and policies. By following this pattern, the leaders impose rules on their
followers. This style is effective when staffs perform regular activities and they require to
understand some standards or process (Asquith and Scott, 2007).
Autocratic – It is the classical pattern by which managers keeps the power and authority of
decision making with them. They does not make consultation with staffs and take their inputs in
the decision making. Also, the employees are required to obey all orders given to them and don’t
get more explanations. The particular style is useful when there is new and untrained employees
who do not respond properly to other leadership style. Furthermore, it is effectual when urgent
decisions are needed to be taken at the place of work (Bamber and et.al., 2003).
Democratic – The democratic leaders comprehends that there is no business without its
manpower. They looks the position of others in terms of responsibilities rather than the status
and consult them adequately in the period of decision making. While they values, solicits and
considered the opinion of others but they see the final responsibility of making decisions as their
own. Thus, they invite the staff member’s participation, not just in making decisions but in
shaping the corporate vision as well. This allows all to express opinions about how things must
be undertaken and where the company should finally go (Basadur, 2004).
Laissez-faire – The managers by using the particular style gives no or less direction to staff
members. Here, all authority and power is given to employees and they are free to resolve issues
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and make decisions as per their convenience. This style is only adequate in case of highly
talented staffs, who are pride to have their jobs (Behfar and et.al., 2008).
2.4 Ways to motivate staff to achieve objectives for the chosen scenario
In the present scenario of UPS, when all staff members and seniors of the company are leaving
their jobs, the following motivational practices would be beneficial to retain the productive
employees for the long period:
Provide competitive package – The firm can provide life insurance, health insurance and saving
plans to retain staffs. But the other perks including flextime work should be given to show them
that the company concern about their outside lives as well (Daily and Huang, 2001).
Offer small perks – Free bagels on weekends, delivery and pickup are some facilities that would
allow staffs to manage their lives better and due to which they will retain more in the firm.
Foster open communication – The regular meetings should be hold in between management and
employees where everyone can ask questions and offer ideas (Dewhurst, Guthridge and Mohr,
2009).
Involved managers – The firm should also require its managers to spend some time in guiding
and coaching employees, supporting good performers to move to new designations and lessen
the poor performance (Eagly, Johannesen-Schmidt and Van Engen, 2003).
TASK 3
3.1 Benefits of team-working for UPS Company
Teamwork comprised that in an organization different folks and groups work together to
maximize their efficiency and attain a common goal. With the risen experience of team member
due to working together, the firm will get following benefits:
Improved morale: Teamwork permits the team members to take accountability for making
decision and also allows them to control more of the work process. So this can improved the
morale of employee as they can gain more authority and ownership over the project on which
they are working (Govindarajan and Gupta, 2001).
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Greater flexibility: An organization can get more business flexibility with the help of teamwork.
By working together into one team can increase flexibility in the employee’s nature to sort out all
problems.
Increased innovation: UPS use teamwork to create environment of work which excels their
creativity. In this the employees are free to give their innovative and new ideas (Jayne and
Dipboye, 2004).
3.2 Working in a team and dealing with conflict as a leader or member
In a team, the activities are delegated to individuals based on their skills and capacity.
When tasks are properly allocated then the productive outcomes can be generated. Furthermore,
it would support the courier firm to deliver best and timely services to customers. The leader
must position all the members in their interested areas where their inner strengths can be
effectively utilized for the business success. The failure or success of a team is greatly depends
on the leaders ability to resolve conflicts that arise at the work (Kochan and et.al., 2003). As a
HR manager, I face various human related issues and required to tackle them adequately by
leading the team in the correct direction. In this relation, I will perform the following activities:
 Create contract with teams by defining the team work rules;
 Hold the debriefing of team member’s intervention and discuss how their conflicts can be
lessened;
 Celebrate the achievements of team members (Lockamy and McCormack, 2004).
Besides above, I employ following practices to minimize the workplace conflicts and these are:
 Concentrate on what can be performed adequately rather than focusing on what cannot be
likely done;
 Encourage distinct member’s views and make honest dialogue with them;
 Express feelings in a manner that not hurt anyone;
 Solve issues while developing healthy relations with teams;
 Respect the views of others (Lurey and Raisinghani, 2001).
3.3 Review the effectiveness of the team in achieving the goals
The team of UPS is much more operative in the modest world. The team of the firm
required diversity of knowledge and experience to work in the other environment. But the team
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of UPS has variety of knowledge and experience, which aid them to overcome the challenges
usually they faces. There are need of proper ethical code of behavior in a teamwork to work with
different people in the team. So they should also have a proper respect for the other team
members. This can lead them to work together efficiently and effectively in the team.
Besides above, the Belbin’s Team Role model also follow by the team in which various
ways to organize the team much helpful and effective. In UPS, the Belbin model allow all the
employees to have suitable role to achieve the goal of firm (Oldham and Hackman, 2010).
TASK 4
4.1 Factors involved in planning the monitoring and assessment of work performance at UPS
Company
The below are some factors comprised in the work performance planning, monitoring and
assessment:
Planning – This is generally performed by the top executives and senior managers. Moreover,
they should fix targets and plan tasks in a manner that encourage employees to perform their
work in an adequate manner.
Monitoring – The entire business procedure of UPS must be monitored by the seniors. The
employee’s performance should be measured by monitoring on timely and regular basis. After
that, the managers should be provided with regular feedback on the employees work
performance (Vaccaro and et.al., 2012).
Assessment – The leaders must evaluate the effectiveness of whole tasks undertaken by the
staffs. It is significant, as it supports in assessing the employees progress by keeping records that
support in making further comparison with the decided targets. In case such targets remain
unachieved than the firm should take relevant steps (Zaccaro, Rittman and Marks, 2002).
4.2 Plan and deliver the assessment of the development needs of individuals at UPS Company
The employee’s development needs assessment can be conducted in the below ways:
Employee’s job description re-value – The skills of team members and their assigned jobs should
be assessed by the leader and then compare with the standard responsibilities and roles of the
job.
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Organization of meetings – The meetings must be organized on the continuous basis to make
discussion with managers and employees. In these meetings, the staffs should make discussion
about their development needs with the executives to get positive guidance in the career
enhancement (Jayne and Dipboye, 2004).
Performance assessment – A proper control should be made by the leaders on the regular
performance of teams.
Additional information collection – Additional data about the development needs of people must
be gathered from their peer workers and supervisors at the previous jobs.
Analyze from above and keep a record – A record should be maintained by the leaders through
the above assessment and tally it with other data to plan valuable programs for the employees
development.
Take action – Finally, an adequate action should be taken to fulfill the development needs of
employees (Dewhurst, Guthridge and Mohr, 2009).
4.3 Success of the assessment process
To achieve the assessment process success, the management of UPS should organize
training sessions for the staff members on regular basis. Such training would support them in
obtaining proper knowledge about the advanced and novel working methods. It would support in
putting best potentials of the staff members in the success of business. Also, an open discussion
is beneficial for senior executives and staff members to assess the company’s overall
performance together with the individual’s performance. Moreover, the business events and
seminars can be organized by the companies to call outsiders and business professionals to share
their ideas and knowledge with the employees. In addition to this, the end results assessment and
survey of employees can be conducted as a part of the whole process. Therefore, the given
process would support the organization to reach the synergistic level successfully (Basadur,
2004).
CONCLUSION
It can be concluded from the above report that an adequate documentation of job
description and person specification is significant in the company to short list the potential staffs
for the vacant position. In this relation, an advertisement must be publicized after taking the
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senior members approval. Furthermore, a competent leader is needed to evaluate the employee’s
performance and reward them in an adequate manner to keep their satisfaction and long-term
retention at the firm. The management should also set an example in the type of motivation and
encourage employees to perform best, in order to generate positive outcomes in the business.
Thus, the productive results can be attained by the company through the constant evaluation of
its management and employees performance.
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