Working with and Leading People

This document discusses the importance of recruiting and selecting the right staff members, the impact of regulatory considerations on leadership, and the benefits of team working in an organization. It also covers the skills and attributes needed for effective leadership and compares different leadership styles for different situations. Find study material and solved assignments on Desklib.

WORKING WITH AND
LEADING PEOPLE

Contents
INTRODUCTION.....................................................................................................................................3
TASK 1.......................................................................................................................................................3
1.1 Prepare documentation to recruit and select new staff member...................................................3
1.2 Impact of regulatory, legal and ethical consideration...................................................................4
1.3 Take part in selection process......................................................................................................4
1.4 Own contribution towards selection process................................................................................5
TASK 2.......................................................................................................................................................6
2.1 Skills and attributes needed for leadership.........................................................................................6
2.3 Compare leadership styles for different situations.............................................................................7
TASK 3.......................................................................................................................................................8
3.1 Benefit of team working in an organization.......................................................................................8
3.2 Demonstrate working in a team as member and as a leader...............................................................8
3.3 Effectiveness of team in accomplishing organizational objective......................................................9
Factors involved in monitoring and assessment of work performance...................................................10
Assess the development needs of individual..........................................................................................10
Success of assessment process...............................................................................................................11
CONCLUSION........................................................................................................................................11
REFERENCES........................................................................................................................................13

INTRODUCTION
Employees are the major contributor towards the success and growth of the organization
and it is very essential to recruit and select right people at right place and at right time which
their contribution leads to achieve organizational objective in an effective manner (Hamson,
2105). The report is based on UPS which is UK’s largest parcel delivery company. This report
talks about documentation needed at the time of recruitment process, ways to motivate
employees, leadership traits and styles and team works and its effectiveness.
TASK 1
1.1 Prepare documentation to recruit and select new staff member
After planning and organizing, the next important management function is to recruit and
select best and talented candidate for the company. Employees are considered as the asset of the
company who with their effective skills and contribution achieve business objective in a cost-
effective and timely manner. Through the process of staffing team leaders fill the vacant position
available in the respective firm which is essential for their growth revenue model. The entire
process of staffing is look after by HR Department of UPS.
The process begins with team leader sending draft to head of the department seeking
approval for beginning the recruitment process. After the approval, the role of team leader is to
prepare a job advertisement related with vacant position and select suitable channel of media as
well. Recruitment can be done via Internal and External Method. Internal means when company
select employee within its office premises only. On the other hand, External process refers to
selecting candidate from outside the company through walk-ins, campus recruitment, contract
labors etc. One the team leader is done with posting an advertisement on through different media
channel such as print, electronic, social etc. The next step is concerned with short-listing the
candidate as per the requirement of the job.
POST HR ADMINITRATOR
DEPARTMENT HR
WORK DESCRIPTION Collecting Information, investigation, assist HR in decision
making,
RESPONSIBILITIES  Maintenance of Proper Record

 Preparation of Pay Roll
 Assist in arranging Orientation and Induction Program
 Creating Healthy Environment
1.2 Impact of regulatory, legal and ethical consideration
Leaders are those which help enterprise to achie its goals and targets on time. They have
unique tarits like risk taking and motivating employees so that they give their maximum efforts
towards using the provided resources to their full capacity. Impact of Equality Act: HR
Department cannot discriminate among male or female on the ground of gender, age, disability
or any other factor. UPS needs to select candidate on the basis of their skills, knowledge and
competency (Reason, 2013. It promotes healthy working environment where every employee
gets equal and fair opportunity for their growth and development.
Impact of Sex Discrimination Act: It has been often seen that people discriminate on the
basis of sex also and often provide more employment opportunity to male rather than female.
However, being a parcel delivery company UPS is not applying this consideration in their
organization as they do not discriminate among their employees on the basis of sex or gender.
Equal opportunities is given to all workforce to improve their both personal and professional
skills.
Impact of Race Relation Act: UPS cannot advertise for the position of HR Administrator for
same specific nationality or race because it’s illegal in the eyes of law and the company have to
face adverse consequences for the same (Bruce, 2016). Any candidate who is qualified or
suitable for the available vacant position should get a chance irrespective of the nationality or
race he/she belongs to.
1.3 Take part in selection process
Once the HR Department is done with short-listing the candidate as per their skills and
knowledge in respect to available job vacancy, the next step is to assess the short-listed ones.
Process of selected candidate includes a series of steps so as to select the best among the short-
listed ones for the company. The selection process of UPS in which HR Department actively
takes part is discussed below:

1. Selection a panel for interview: A panel or team is selected that will take interview of the
short-listed candidate for the job profile of HR Administrator in given company. The
panel and its member are selected by HR manager of the business entity where the
knowledgeable people of various department grouped together so that they can actively
take involvement in selecting candidate and assessing them on every basis.
2. Short-listing of candidates: The selection panel member will further shot-list the
candidate for next round i.e. Interview will take place. The short-listing takes place on the
basis of candidate’s academic, knowledge, skills, experience, ability etc. The short-listing
candidate will next go through the Interview Round which will lead by Panel member
only.
3. Interviews: At this stage, Shortlisted candidate are called one by one and panel member
will ask certain questions from them about their education, skills, personal interest,
background and experience.
4. Appointment Letter: Once the all candidate goes through the interview process, he/she
will provided with an offer or appointment letter detailing about its date and day of
joining along with other essential details and document.
1.4 Own contribution towards selection process
As a new HR manager of UPS, I took active part in the entire recruitment and selection
process. My role started with preparing a draft that will be approved by Head of the department.
After the approval, my role was to create a job advertisement for the available job position in the
company and select appropriate media channel for advertising it. I select print media, electronic
media and digital media as these are considered as one of the most effective tool in terms of
stimulating applicants so that they can apply for job in our company (Terkel, 2015).
After start receiving the application form of candidate, my role was to classify them as per
the requirement of the job. Once the shortlisting process is over, I had arranged interview for
selected ones. I personally call and message them and arrange an interview for them as per the
convenience of panel member as well as of short-listed candidate. I also assist HR team in
making appointment letter for selected ones. I personally interact with the selected ones so that I
can brief them little about the company and their working environment.

TASK 2
2.1 Skills and attributes needed for leadership
Communications: As leader, this quality is must be required for explaining about
everything regarding company’s goals or objectives for particular tasks. Leaders should be
master in all forms of communication. In this includes various types of communication via the
phone, email, and social media (Lev and Kierky, 2014).
Motivation: Leaders need to motivate their staff to go the additional mile for their
business. There are a number of ways to motivate employees they can put up employee self-
esteem through respect and rewards, or by giving employees new farm duties to boost their
investment in the corporation.
Delegating: Leaders who try to get on also many responsibilities by themselves which
helps in struggling to get anything done. These leaders often panic that delegating everyday jobs
is a signal of weakness, when in fact it is a mark of a brawny leader.
Trustworthiness: workers require being able to experience relaxed coming to their leader
or manager with questions and concerns. It is vital for leaders to demonstrate their integrity —
workers will only faith leaders they value.
Creativity: As a leader, it is must be required to make a number of decisions which do
not have a clear answer. Therefore, leaders have to be capable to think outside of the box. Get
knowledge to endeavor nontraditional solutions, or impending harms in nontraditional ways,
which can support to solve any unsolvable difficulty answer. Therefore, leaders have to be
capable to think outside of the box. Get Knowledge to endeavor nontraditional solutions, or
impending harms in nontraditional ways, which can support to solve any unsolvable difficulty.
2.2 Difference between leadership and management
Managers and leaders are two legal bodies in an enterprise who together work towards
accomplishment of organization goals and objectives. Their work is interdependent and has
separate legal entity at work place. Difference between each is discussed below:
Leadership Management
 Leaders are more risk taking
 Leaders ensure that the managers are
following their duty in an appropriate
 They promote playing safe and do not
take any risk while carrying out different
activities.

manner
 Leaders set common goals for the whole
enterprise and motivates employees to
accomplish same
 They take the orders from leaders and
work towards accomplishment of same.
 It monitors and keep control over the
different operations to check the
efficiency of each section.
2.3 Compare leadership styles for different situations
Managers and leaders are required to be comfortable by adopting different leadership
styles regarding any situations. Here are some ways as well as types that support in every kinds
of organizations such as:
 Teamwork leaderships: collaboration leadership is ever more trendy in business.
Building a team and motivates its members and encourages them to enhance their
knowledge and come up with innovative solutions to troubles more rapidly than they
would separately.
 Autocratic leadership : In this, The leader makes any of decisions and guide or direct
subordinates to finish the assignment. An autocratic manager demands respect and not
allowed open to questioning (Frullan, 2011).
 Free rein leadership : laissez-faire leadership style is generally used by leaders at that
time when employee is perfectly able of attaining the objectives and task at hand on their
own. This leadership style is at the other closing stages of the variety from autocratic
leadership.
 Participatory leadership: The participatory leader coordinates that help of smaller teams
to finish a task or job. The supervisor motivates workers by clearing up how their job will
fit into the " big picture" so that they realize the importance of tasks or works as well
as its completion.
2.4 Ways to motivate staff to achieve objectives
There are different methods through which the present work force can be motivated towards
performing well. As the desires and expectations of employees are different it is important that they are
influenced using the best tool. Management can take help of the monetary and non-monetary tools to
motivate the human resource. Some of the sources are discussed below:

Promotion – It is a part of motivation tools in which a desired candidate as a result of his hard work is
provided with an increase in his designation at work place. It creates a positive connection among the
employees and the management which is helpful in achieving goals effectively in long run.
Recognition – This is another technique in which a particular employee is provided with non-monetary
appraisal in front of the whole department which motivates them to work better in future too.
Incentives – Planning can be done in which it is decided that how an employee will be provided with
incentives which are not a part of their wages. It promotes the work force to work with same efficiency
level.
TASK 3
3.1 Benefit of team working in an organization
Team working refers to the working method in which group of people worker together
for the accomplishment of common objective of the company. There are many benefits of team
working and some of them are discussed below:
1. Enhance Productivity: Team allow many brains to work together simultaneously i.e.
multiple brains works at the same time for making better decision for the company. Team
members share their views or ideas and chose the best one among various ideas given by
team member so as to make better and right decision for the company (Welch, 2013).
2. Communication: It has been believed that employees who worked together in a team tend
to communicate more as compared to other workers working individually. Better
communication among personnel promotes positive working environment and moreover
establish great relationship among team members.
3. Learning: Team work assist the workers in sharing their views among each other. This
allow personnel to learn new things and improve their knowledge from each other.
Sharing knowledge with each other enables employee to grow and develop themselves
both personally and professionally.
4. Increase the speed of the work: Team-Work also aid in increasing worker’s speed as it
enable them to complete or accomplish their work in cost-effective and timely manner.
5. Enhances Quality: If more number of personnel works together on a single task, then the
ultimate result of task is in enhanced quality.

3.2 Demonstrate working in a team as member and as a leader
Team works provides benefit to the company but sometimes it often results in conflict
that may arise probably because of different perspective or view point of team members.
However, these conflicts can be sorted out well by the collective efforts and contribution of all
team members. Following are some strategies that needs to be taken into account while
performing the role of both team member and leader are discussed below:
1. Proper Communication: It is essential for team and its members to interact and
communicate with each other effectively. Restriction in communication can create
conflict among them. Therefore, it is better to listen the view point of each member and
then draw a conclusion with mutual consent of all team members.
2. Clear roles and responsibilities: Each team member should be aware of his/her roles and
responsibilities towards the team (Harshey, 2107). The is the main and the most
important factor that leads to reduce the chances of conflict in team and its members. If
team member is well aware of their roles and responsibilities, then chances of attaining
organizational goal increases and employee can achieve their specific objective in cost-
effective and timely manner.
3. Open Thinking: It is essential for the team member to have open minded session among
them and share and appreciate perspective of each other. If they all frame a picture about
the issue chances of solving it increases. Moreover, better possible solution can be
anticipated when all members collectively put their effort towards finding the solution.
4. Using resources to maximum – When a project is completed by a group they make better
and effective utilization of resources as different members has their own distinct
capabilities.
5. Provide a common vision – When a work is done by the whole group leader provide a
general guideline to the work force. It helps in minimizing the gap between the actual and
desired levels of output.
3.3 Effectiveness of team in accomplishing organizational objective
The effectiveness of team and its members can be enhanced by supporting each other and
share equal opportunities among each other. Currently the condition of UPS is not sound as
many of their employees have left the job because they were not getting salary on time and many

others factors that enable them to switch to other organization (Wilson,2011). Therefore,
company needs to laid stress on improving the effectiveness of team and its members by
providing them adequate training and development which help in improving their overall
efficiency and productivity and the result is the form of accomplishing task in cost-effective and
timely manner. This way much cost of the firm is saved which can be further utilized to invest in
different productive areas of business. Apart from this the training provided to the employees
will develop their capacities which will help in achieving higher returns in the long run.
Effectiveness of team can be assessed by examining the team performance and individual
performance of their members. It is important that the project which is completed by a team is
cost effective and full utilization of the resources is made so that the cost of operation can be
saved. Performance outcome can be measured by final result of the particular task allotted or
assigned to the team and its member. Moreover team collaborative effective efforts leads to
builds strong relationship among them which promotes healthy and positive working
environment. It the source of company’s success as it renders combination of different efforts
and ideas that develops an effective team and also leads to maximize the efficiency of work.
TASK 4
4. 1 Factors involved in monitoring and assessment of work performance
Communicating and understanding the reason as well as processing of value: This factor
is very essential factor that is actively involved in planning the assessment and monitoring of
work performance at UPS. The value requires to get processed as well as effectively
communicated and understood.
Setting goals productively: The setting of company’s objective in a productive way is
consider as an important factor in terms of monitoring the performance of employees. If they are
well aware about their roles and responsibilities it become much easier for them to accomplish it
in cost-effective and timely manner.
Making certain a continuous procedure: It is important for company and its members to
make it a certain procedure by involving employees in decision making process and makes them
feel valued and important (Hefferman and et.al., 2013).

Initiating the planning of performance: It can be done with the mutual consent of all
employees. It help in identifying their weak areas so that adequate training can be given to them
which help them to improve their skills and knowledge both personally and professionally.
Appropriately preparing as well as train managers: Once the error or weak areas has been
identified, manager conduct training program for the employee as well as for manager so that
they can improve their overall efficiency and productivity.
4.2 Assess the development needs of individual
It is very essential and necessary to evaluate the development needs of workers. This help
the employee as well the company to know about their strength and weakness of their personnel
at both individual and organizational level (Kirby, 2017). It also assist in identifying the areas in
which employee needs improvement which ultimately leads to improve their performance in an
effectual manner. Following are the ways that should be taken into account so as to development
needs of the personnel:
 Measure the strength and weakness of employees
 Identify the objective that needs to accomplish by organization
 Align the objective of company with the strength of personnel
 Draft the document that depicts the difference between the existing and required skill of
personnel
 Implement the program in the organization that lead to develop and improve those skills
 Measure the performance of employee after the implementation of training program
This will help the company in determining the weak areas of their employees so that they can
take corrective measures in regards of arranging adequate training and development for their
employees so as to improve their efficiency and productivity.
4.3 Success of assessment process
Once the company is done with arranging training program and monitoring the
development needs of employees, it is important to determine whether the entire program was
successful or not. Evaluating the success of assessment process is very essential to figure out the
improvement in the skills and knowledge of employees and improvement in their productivity in

context of achieving their work. There are series of steps that needs to be taken into account so
as to check the success of assessment plan are as follows:
1. Conduct as assessment plan so as to measure the developmental plans of individual
2. Conduct an interview process to determine the understanding level of employee
3. Conduct an examination that help in identifying the difference between the current and
required skill and knowledge of personnel
4. Compare the actual performance of individual with the standard one (Lee and France,
2014)
5. Review the outcome of performance of an individual
CONCLUSION
As per the above mentioned it can be concluded that both leaders and manger plays
contributes equally towards the organizational success. It is important for a company to follow
the ethical and legal consideration framework in recruitment and selection process of business
entity. Managers play key role in assuring all activities will be arranged and conducted in an
orderly manner. Team work is very essential that leads to achieve the organizational objective in
a cost effective and timely manner. Moreover it also leads to reduce the chances of conflicts that
promotes healthy working environment and retain employee for longer period.

REFERENCES
Books and Journal
Terkel, S., 2011. Working: People talk about what they do all day and how they feel about what
they do. The New Press.
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Lev, A.I., 2013. Transgender emergence: Therapeutic guidelines for working with gender-
variant people and their families. Routledge.
Kirby, P., 2016. Leading people 2016: The educational backgrounds of the UK professional elite.
Welch, J., 2014. Jack: what I've learned leading a great company and great people. Hachette
UK.
Fraley, R.C., Heffernan, M.E., Vicary, A.M. and Brumbaugh, C.C., 2011. The experiences in
close relationships—Relationship Structures Questionnaire: A method for assessing attachment
orientations across relationships. Psychological assessment, 23(3), p.615.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Amabile, T., 2011. Componential theory of creativity. Harvard Business School.
Reason, C., 2011. Leading a learning organization: The science of working with others. Solution
Tree Press.
Hamson, N., 2012. After Atlantis: Working, managing, and leading in turbulent times.
Routledge.