Working with and Leading People: A Comprehensive Guide to Leadership, Management, and Team Development

This assignment explores the essential skills and attributes needed for effective leadership, delving into the differences between leadership and management. It examines various leadership styles and their suitability for different situations, using Maslow's Hierarchy of Needs to understand employee motivation. The assignment also analyzes the benefits of teamwork and provides a detailed plan for assessing and developing the skills of a store manager at Clarks, a renowned international retailer. Through practical examples and case studies, this work provides a comprehensive understanding of the principles and practices of working with and leading people in a business context.

Working with and Leading People
1

Table of Contents
Introduction...................................................................................................................3
Task 1: Prepare an Advertisement to recruit a new staff.............................................4
Task 2: Prepare a report on leadership, management and motivation of staff..........15
Task 3: Prepare a report of Training plan...................................................................20
Task 4 Be able to assess the work and development needs of individuals...............22
Conclusion..................................................................................................................25
Reference List.............................................................................................................26
Appendix for LO3 and LO 4:.......................................................................................27
2

Introduction
An organization performs many roles and responsibilities by appointing employees,
departmental heads and follows different leadership styles. Any organization starts
its business with the recruitment of the staffs and ends when the objectives are
achieved. Different styles of leadership also influence the organizational behaviour.
A leader and a manager in the organization performs their respective functions and
roles to achieve mutual goal of increasing the productivity. This assignment focuses
on the different styles of leadership that influences the organizational behaviour. This
assignment also highlights the recruitment process that takes place in the Clarks
Company with job specifications and certain requirements. Leadership and
management are two integral part of the organization, which are discussed in the
assignment.
3

Task 1: Prepare an Advertisement to recruit a new staff
1.1 Prepare a documentation to select and recruit a new member of staff (Store
Manager)
Clarks being an international retailer and shoe manufacturer company has decided
to conduct a job interview for recruiting a store manager for the Company. The
company has posted a detail description of the requirements in the advertisement
below:
Job Advertisement
Title: Store Manager Hove (Franchise)
Position: Store Manager
Type of Role: Permanent
Hours: Full Time
Salary and Benefits: Up to £22,000
Closing Date: 17/7/2017
Responsibilities: The store manager is entitled to perform certain roles and
responsibilities. The responsibilities are to:
 Ensure that the employees provide better customer service by addressing their
queries
 Recruit skilled staffs and hence give appraisals
 Ensure that the store is achieving the set target by earning revenue for the
company
 Maintain all the assets of the Company personally
Skills Required:
 Must possess leadership skills
 Must have time management skills
 Must have the capability to set budget and handle accounts department
 Must have good writing and speaking skills (Communication skills)
Educational Qualification:
A higher school diploma or Bachelor’s degree in retail management
Experience Required:
4

0-2 years experience in retail sector or an equivalent position
1.2 Assess the impact of legal, regulatory and ethical considerations to the
recruitment and selection process
In order to be selected for the position of the store manager, the person must be
aware of the various legislation and the laws enforced by the Government of UK for
all companies operating in UK. Some of them are outlined below:
Equal Employment Opportunity: This act ensures that the concerned company
does not discriminate any staffs or the employees and even the applicants on the
basis of their background, race, color, sex, religion. The act ensures that the
employees are not treated unfairly on the basis of promotion, recruitments,
entitlements of compensation and benefits.
Equality Act 2010: This act incorporates that no employees working within the
organization or the job applicants must be treated unequally and unfairly. This act
ensures that no employees is discriminated based on religion, caste, creed, color or
sex.
Equality Act 1970: This act enforces that no discrimination is to be practiced
between men and women. This act incorporates that no company has the legal right
to have gender bias in terms of payment.
Disability Discrimination Act, 1995: This act enforces that the employees are not
facing any kind of harassment or biased treatment. All employees are to be treated
fairly irrespective of their race, colour, sex, religion or any other factors.
Race Relation Act, 1976: This act was established by the Parliament of United
Kingdom to protect individuals from any kind of discrimination on the ground of race.
Every employee is to be treated irrespective of colour, nationality, colour. All the
individuals are to be treated equally in terms of educations, provision of goods and
public functions.
5

1.3Take part in the selection process
In the interview process, the CVs of two candidates are discussed below:
6
Terrence Lewis
105 Shakespeare Road, Preston CT 06315
Mobile no.- 5569864325
Email- [e-mail]
------------------------------------------------------------------------------------------------------
Date of birth: 6/17/19**
Gender: Male
Marital Status: Unmarried
Skills: I have the ability to meet deadlines
=========================================================E
Education:
Bachelor’s Degree in Retail Management Studies in 2014
Master’s in retail management in the year 2015
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
~~~~~
Experience:
Working in Sainsbury from 21st June 2016 till now
Current Salary- £ 20,000
James Pa
Email- Jam
Contact nu
Address:
Personal d
I am capab
of the com
Education
Master deg
Diploma in
Work expe
Company
Hobby: Int
Salary- £ 3

Preparatory Notes:
During the course of the interview, few common and situational questions will be
asked to each candidate. The questions to be asked are outlined below:
Common questions to be asked will be:
 What is your educational qualification?
 Tell something about yourself
 Say something about your family background
 Why you want to join this company?
 Do you have work experience, if yes what is your current salary?
Situational questions to be asked are as follows:
 If the company requires are you ready to relocate?
 If there is pressure in the company, How will you meet the deadline?
Interview 1- Terrence Lewis (Role Play)
7

8
Scenario: Terrence Lewis is being interviewed by two members of the recruiting
team for the role of store manager.
Individuals involved Interviewer 1 (I1), Interviewer 2 (I2), Candidate A
(Terrence)
Terrence: Good Morning gentlemen. I am Terrence
I1: Hello, Please have a seat. Tell us something about yourself.
Terrence: I am from London and have done my schooling and college life from
Eton University. My main course of subject was Retail management and has
scored 97% in the final exams
I2: Excellent, Why you want to join this company?
Terrence: As I belong to an educational background of retail management, I
would be able to meet the requirements of the company. I have heard that the
company has a very good reputation and requires expertise as store manager for
the company

9
Scenario: James Patterson is being interviewed by two members of the recruiting
team for the role of store manager
Individuals involved Interviewer 1 (I1), Interviewer 2 (I2), Candidate B
(James)
James: Hello Gentlemen. I am James
I1: Hello, Please have a seat. Tell us something about your family background.
James: I am from New York and my family is in London. Due to education and
job requirement, I have to shift to New York
I2: Excellent, Are you ready to relocate?
James Yes, as long as the company requires, I will definitely relocate myself and
meet the expectations of the company
I2: Why you want to leave your previous company?
James: I want to leave the company where I am currently working, as there are
better opportunities in this company. I want to join the company as the company
deals with the subject on which I have done my education and have a passion for
the sector.

3.2 Demonstrate working in a team as a leader and member towards specific
goals, dealing with any conflict or difficult situations
Interview Decision-sheet for Terrence Lewis Candidate A
Question or evidence
requested
Demonstrable
(yes/ no)
Reasons and comments for decision and
feedback
Qualification
Bachelor Degree in
Retail Management
Yes Required for the job
Responsibilities
Can you meet Deadlines
and handle budget?
Not so sure Meeting deadlines is an essential factor required for
the job
Contribution
Have you done anything
recommendable
No No distinction or merits achieved being an average
student
Academic leadership
Can you handle a team Yes Handling team is required as situations may arise
Desirable skills and experience relating to other criteria pathways
Other assessed
experience
Demonstrable
no
Comments
Experience will help to understand the job role
in specific
List other assessment No N/A
10

Interview
result Appointable
[ No ]
If yes, Overall Ranking
__50___out of
__100____
Not appointable [ No ]
Interview Decision-sheet for James Patterson Candidate B
Question or evidence
requested
Demonstrable
(yes/ no)
Reasons and comments for decision and
feedback
Qualification
Bachelor Degree in
Retail Management
Yes Required for the job
Responsibilities
Can you meet Deadlines
and handle budget?
Yes Essential skills and is a positive factor in the
candidate as the company may demand
Contribution
Have you done anything
recommendable
Yes I was appointed as the retail assistant in previous
company.
Academic leadership
Can you handle a team Yes Handling team is required as situations may arise
Desirable skills and experience relating to other criteria pathways
Other assessed
experience
Demonstrable Comments
11

Yes Experience will help to understand the job role
in specific
List other assessment No N/A
Interview
result Appointable
[ Yes]
If yes, Overall Ranking
__80__out of
__100____
Not appointable [ ]
From the above interview decision sheet, a conflict has arouse as to whom to select
for the position.
Resolution
I would deal with the situation by resolving the issues in the selection of the
employees. I would select the employees based on their competency level and their
skills. Experience matters a lot as it will be essential in the company. I would assess
that the employee possessing all the skills are hired in the company.
12
Scenario: A conflict has taken place between the two interviewer regarding the
selection of the candidates either A or B
Individuals involved Interviewer 1 (I1), Interviewer 2 (I2),
I1: From the above interview decision sheet, it is evident that Candidate B (James
Patterson) has all the required qualifications.
I2: Yes, but Candidate A can be educated and improvised over the passing of the
course
I1: No, but we require experienced staff for the company and accordingly James is
much more accountable and good for the position than Terrence

1.4 Evaluate own contribution to the selection process
As an overall aspect, I have taken part in recruiting the staffs and have ensured that
the job applicants are not treated with any kind of discrimination. I have ensured that
in the interview course, the candidates are not asked any kind of questions relating
to their religion, caste or any personal matters. In many organizations, I have seen
taht ineffective recruitment takes place and the observation is made post
recruitment. This affects both the employees and the organization as the turnover
increases hampering the productivity. I have ensured that while selecting the
candidates some situational questions are asked as to what will be there decision or
stand point if any situations arise in the company. I have overseen that the candidate
is selected based on their skills, responsibilities, and experience.
13

Task 2: Prepare a report on leadership, management and motivation of staff
2.1 Explain the skills and attributes needed for leadership
Leadership is a quality possessed by an individual whose behaviour influences other
individuals. An individual is not born as a leader rather it is a myth. An individual
incorporates in him the attributes or traits of a leader over the years or sometimes
influenced by the background, culture, or even educational influence.
Motivation- A leader has the ability to motivate the team members or the
employees in an organization to achieve the targeted goal. In Clarks, leadership is
important as a leader motivates other either by his behaviour or by the way of
offering rewards, appraisals to the employees. Motivation actually enforces positive
energy in an individual to strive towards the goals in a focused manner. Motivation to
the employees can be both monetary and non-monetary in approach. A leader
becomes the spokesperson for all the employees to raise their concern to the
management. Employees sometimes feel monotonous or de-motivated, thus
affecting the productivity of the organization. Hence, the leaders have the skills of
motivating peers to achieve the goal.
Excellent communication skills- In Clarks, a leader possess the skill of excellent
communication with the team members or with the peers. Interaction helps to resolve
many issues without any kind of violence in the organization. Communication skills
actually help to build a health relation between the leader and the employees. A
leader sometimes organizes group meetings where the interaction level is high.
Leaders must be flexible in nature to accept the opinions of other peers and give
them the opportunity to share their ideas and concepts. Excellent communication
skills in a leader will help him to understand the requirements of the staffs and can
incorporate their strategies and ideas to improve the productivity.
Provision of guidance and support: A leader has the skill to influence others
through his behaviour or decisions taken by him. Employees newly recruited in the
company do not always possess all the necessary skills. Thus, leader takes the
position to give proper guidance to the employees to attain the organizational goals.
It is the skill and the responsibility of the leader to guide peers or the staffs towards
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the goals by making the visions and the objectives of the organization clear. A leader
has a supportive nature, which builds the trust of the employees for the leader.
Employees at certain level and situations require support while working in the
organization. This support encourages the staffs and motivates them to achieve the
goal efficiently.
Taking responsibility: Directing others by taking responsibility is the skill of the
leader. A leader possesses the skill to take risks and analyse the outcome without
affecting other team members. Decision-making strategy of a leader accounts for the
willingness of taking responsibility. A leader has to be ready to take in charge of
tasks and fulfil it by directing the employees in the right manner.
Good technical knowledge: A leader must have the skill as defined in the Katz
three skills model, a good technical knowledge. Leaders must have good knowledge
of the tools as may be required to foster the productivity of the organization.
2.2 Explain the difference between leadership and management
Leadership is Leadership is the ability to frame and executive plans and guide the
employees towards the right direction fulfilling the objectives of the organization.
Contrarily management aims at accomplishing the objectives of the company with
the utilization of resources and work force. In terms of objectives both the
departmental bodies, though share mutual goal of achieving organizational benefit
yet there is a hairline difference (Răducan and Răducan, 2014). A leader by setting
reasonable standards helps to clarify the visions and the objectives to the employees
while management takes care of the budgets and execute plan effectively. The
leader performs the tasks of aligning people while management develops timetable
and schedules all activities. The leader actually communicates to develop a team
and make the visions clear to them while management focuses in staffing by
creating a structure helping to achieve policies and frame processes (Bolman and
Deal, 2014). Leaders show much more empathy towards the peers or the members
of the team while management have very less emotional attachment. Leader
adapts the way of achieving the outcome by motivating, mentoring the employees
while management gains the outcomes by checking the performance of the
employees controlling the behaviour.
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Elements Leaders Manager
Position Narrower not above manager Wider, more than a leader
Right Influences Formal authority
Followers Has followers Has subordinates
Functions Guide and motivate followers Plan, organize, direct,
monitor
Necessity No such necessity in an
organization
It is a necessity in an
organization
Figure 1: Key differences between leaders and management
(Source: Created by learner)
2.3 Compare leadership styles for different situations
Based on the situations, there are three different styles of leadership according to
Kurt Lewin. The three styles under Lewin leadership style are Autocratic, Laissez
Faire and Democratic style.
Figure 2: Lewin’s Leadership Style
(Source: Cherry, 2014)
Similarities between autocratic and laissez-faire leadership style:
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Both autocratic style and laissez faire style are forms of leadership sharing the
common objective to attain the organizational goals (Cherry, 2014). Both the form of
leadership has leaders either holding centralized position or chosen with the support
of the members of the company.
Differences between autocratic and laissez-faire leadership style:
Base Autocratic leadership Laissez faire leadership
Decision-making This form of leadership
practices a centralized form
of leadership
In this leadership style, the
power is decentralized.
Motivation Employees are less
motivated to take decisions
Employees have the freedom
and are motivated to take
decisions
Productivity Highly Productive in nature Less productive
Members Members does not enjoy
freedom to express their
views
Employees have the
opportunity to express their
views and ideas
Table 3: Difference between Autocratic and Laissez faire leadership style
(Source: Created by learner)
2.4 Explain the ways Clarks motivates its employees in line with Maslow's
hierarchy of needs theory)
In Clarks, the leader focuses on motivating the employees following Maslow’s
hierarchy of needs. Following this theory of motivation helps to motivate the
employees by fulfilling their basic requirement. The leader through the hierarchy
maintains and identifies the needs of the employees.
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Figure 3: Maslow’s hierarchy of needs
(Source: Robertson, 2016)
Following the hierarchy, the leader motivates the employees by catering to their
needs individually. In the first level, the manager or the leader first focuses on
fulfilling the basic needs that is the physiological needs. Providing hikes in the
salary not only offers better position but also better pay option that will satisfy the
needs of the employees. Every employee must be ensured during the induction
process that the company provides facilities and insurance for the safety and
security of the employees reducing employee turnover. The safety and security of
the employees actually enhances the employees trust for the company and develops
a feeling that they are valued and treated as valuable assets rather than mere
resources. The company must ensure that a healthy employee relation develops in
the organization following ethical policies. Employees interacting with each other
eliminate the barriers of confusion and superior feeling among the employees.
Appraisals must be given to the employees and performance management to ensure
a feeling of accomplishment of the organizational objectives. Training and
development session creates the opportunity for the employees to garner their
knowledge. Clarks organizes quarterly training session to the employees thus,
identifying their lacking areas or skills.
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Task 3: Prepare a report of Training plan
3.1 Assess the benefits of team working for Clarks
Teamwork is essential in every organization for the major purpose of fulfilment of
organizational objectives efficiently and effectively by enhancing healthy relation
among the employees. In Clarks team development is practiced to ensure that all the
members get the opportunity to share their views and opinions. Sharing of views and
ideas when incorporated and turned into actions, it fosters the growth and innovation
in the organization. Teamwork actually ensures that a strong communication is
developed between the members and skills and talents are shared among them.
Working as a team in Clarks has its own benefits. Some of the benefits are
discussed below:
Enhancing employee communication: Working in a team ensures that all the
members of the team have the opportunity to interact with each other. The more the
interaction, the more is the communication skill developed among the employees.
Communication skills are more enhanced in group-meetings where all the
employees have the freedom to express their view, ideas and concepts along with
making recommendations if necessary. Communication with each other also imparts
knowledge about various skills and employees get the scope to garner their
knowledge. The leader working as a team understand the requirements of the
employees and identifies their lacking area, thereby creating the necessity of having
training sessions.
Mixture of skills: When a team is formed in an organization, different individuals
belonging from different cultures get the scope to interact with each. As different
individuals possess different skills, new talents and ideas are explored. Mixture of
skills enhances the productivity of the organization. In Clarks, teamwork is the
strength of the organization as new talents are collected and incorporated in the
strategy producing better quality products.
Generating commitment: Teamwork actually fosters the commitment of the
employees towards the organization. In a team when interaction takes place, the
leader or the responsible person becomes aware of the various requirements of the
employees. When the employees generate a feeling that the organization treats
them as valuable assets and takes care of their requirements, they generate a sense
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of commitment. The different compensations provided to the employees and the
safety and security policies develop the commitment of the organization towards the
employees and vice-versa. A culture of collaboration is generated through the sense
of commitment.
Employee participation: In a team, the leader ensures that all the employees
interacts and participates in organizational activities. Participation not only explores
their talents but also encourages the employees to move to the next position.
Employee participation allows all the employees get the scope to take part in
decisions and address their individual concepts and perspectives (Costa et al.,
2018).
Conflict solving: It is an obvious fact that conflicts will arouse in teamwork as
different individuals from different background comes under the same roof of the
organization. However, a sense of cooperation generates in the team, which paves
the way to resolve conflicts. Sharing of opinions ensures that the conflicts are
resolved in a team efficiently.
3.3 Review the effectiveness of the team in achieving the goals
Clarks as an organization practices teamwork so that the productivity is achieved
successfully with the cooperation of the employees. The company motivates the
employees to perform as a team by distributing the task based on their expertise.
This technique of distribution of tasks helps to resolve any kind of conflict in the
organization. Clarks ensures that the employees in the organization equally
participate in the activities held by the organization. Employee participation in the
team actually garners the skills and creates a pool of talents in the company. Clarks
focuses on teamwork to ensure that communication develops amongst the members
and they can interact about the various works by sharing the knowledge on a specific
product.
It is possible that some employees must not have a clear idea of the objectives;
hence, it is the responsibility of the peers to provide a clarity of the visions and the
objectives. Thus, all the employees understand the importance of team as
employees in different levels coordinates and collaborate with each other, eliminating
the barrier of superiority.
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Task 4 Be able to assess the work and development needs of individuals
4.1 Explain the factors involved in planning the monitoring and assessment of
work performance
The assessment of the work performance can be efficiently executed through
planning and monitoring. Training can be given to the employees garnering their
skills and creating a pool of talents. It is very essential that all the employees have
clarity of the requirements of the jobs. Job specifications can help the employees
to perform effectively on the sphere where there is a requirement. The performance
of the employees in Clarks are regulated at frequent intervals to understand their
lacking skills and provide training as per needed. Performance management
creates a confidence in the employees about their own performance, thus striving to
achieve better in future or to be promoted in next position.
Teamwork is the essential practice of Clarks to increase productivity and thus
distribution of tasks reduces the work stress. Clarks always focuses on few principles
for monitoring the assessment like job specifications, analysis of the job,
performance management, teamwork, ensures work life balance.
4.2 Based on your answer in 1.3 plan and deliver the assessment of the
development needs for the "store manager of Clarks".
Employee Development Plan
Name: James Patterson Position: Store
Manager
Department: Store Manager
Goals Skills or
Competencies
Resources Activities Status
Short-range
(3 months)
 Need to
learn time
managem
ent
 Need to
learn
Books on time
management
Employees can
participate in
group seminars,
allocate tasks to
different
employees so
that the
The employee is
progressing.
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leadership
traits.
 Job
rotation is
required
to acquire
the
different
skills
lacking in
the
employee
employee can
learn to meet
deadlines and
manage time
Mid-range
(3-6 months)
Need to learn to
protect the assets
of the company
Take
responsibilities
in the
company like
allocation of
duties,
organizing
team meetings
Needs to take
responsibilities
in protecting the
assets
The employee is
progressing
Long range
(6 months and
above)
Need to organize
the team and
maintain
employee relation
Follow ethical
rules and
takes parts in
seminar
Need to develop
relation within
the employees
by forming the
team
The employee
will require
some time
4.3 Evaluate the success of the assessment process.
The success of the assessment can be evaluated by the KPI as discussed below:
Improved Productivity: It has been observed that the development plan has helped
to improvise the lacking skills of the employees. This has increased the productivity
of the organization. Clarks has focused on increasing the productivity by increasing
their skills on respective field.
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Increased sale: As the productivity has increased, the sales has also seen a rise in
the market. Clarks has increased in the sales by improving productivity and customer
demands are also met through it leading to an increase in the revenue.
Efficiency in working: The training and the plan evaluated for the betterment of the
employee will increase the working efficiency. As the employees get the opportunity
to garner their skills by various methods like performance management, training and
development session, the work efficiency will improve. Clarks has organized monthly
training session and employs the HR and the management team to look after the
performance of the employees.
Quality Enhancement: Since the employees are given training session and the
performance of the employees are regulated at frequent intervals, the quality of both
the employees and the company’s product will improve demanding an increase in
the customer satisfaction.
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Conclusion
The assignment has highlighted on the various skills and qualifications required by
the store manager. Clarks has emphasized on practicing teamwork, performance
management, and motivating the team members to increase the productivity of the
organization. In the above discussion, the selection and recruitment of the mentioned
candidates has been evaluated and the dealing with the various situations is
established in the assignment. This assignment highlighted on the difference
between leadership and management styles and the approach of Clark towards it.
24

Reference List
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Routledge.
Bolman, L. and Deal, T., 2014. Leadership and management. Christian Youth Work
in Theory and Practice: A Handbook, p.245.
Cherry, K., 2014. Lewin’s Leadership Styles: Three Major Styles of
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about. com/od/leadership/a/leadstyles. htm.
Costa, A.C., FERRIN, D.L. and Fulmer, C.A., 2018. Trust at work [Employee
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Lewin, K., 2016. Most Effective Leadership & Management Styles Approaches.
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26

Appendix for LO3 and LO 4:
27

Clarks team development is practiced to ensure that all the members get the opportunity to share their views and
Clarks as an
organization
practices teamwork
so that the
productivity is
achieved
successfully with the
cooperation of the
employees. The
company motivates
the employees to
perform as a team
by distributing the
task based on their
expertise
Newsletter
Clarks as an
organization
practices teamwork
so that the
productivity is
achieved
successfully with the
cooperation of the
employees. The
company motivates
the employees to
perform as a team
by distributing the
task based on their
expertise. This
technique of
distribution of tasks
helps to resolve any
kind of conflict in the
organization.
Organization.
28

mployees to perform effectively on the sphere where there is a requirement. The performance of the employees in
The success of the
assessment can be
evaluated by the
KPI as discussed
below:
Improved
Productivity: It has
been observed that
the development
plan has helped to
improvise the
lacking skills of the
employees. This has
increased the
productivity of the
organization.
Increased sale: As
the productivity has
increased, the sales
has also seen a rise
in the market
Efficiency in
working: The
training and the plan
evaluated for the
betterment of the
employee will
increase the
working efficiency.
As the employees
get the opportunity
to garner their skills
by various methods
like performance
management,
training and
development
session, the work
efficiency will
improve.
Newsletter
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