Exploring Leadership Styles and Strategies in Education

The provided content consists of a list of references related to leadership and management, including books, journals, and online articles. The sources cover various topics such as experiential learning approaches, personal strategic planning, team climate, empowering leadership, knowledge sharing, cultural intelligence, sociological interpretations of leadership, results-based leadership, collaboration skills for school professionals, and scholarly reviews of leadership theories. The references provide insights into the concepts and practices of leadership, management, and development in various contexts.

Working With Leading
People
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Documentation towards selection and recruitment process...................................................3
1.2 Impact of legal, regulatory and ethical consideration to the recruitment and selection
process.........................................................................................................................................4
1.3 Participation in selection process...........................................................................................5
1.4 Evaluation of contribution in selection process.....................................................................5
TASK 2............................................................................................................................................6
2.1 Skills and attributes needed for leadership............................................................................6
2.2 Difference between leadership and management..................................................................7
2.3 Compare the different leadership styles for different situations ...........................................7
2.4 Ways to motivate staff to achieve objectives.........................................................................8
TASK 3............................................................................................................................................9
3.1 Benefits of team-working for PM Company.........................................................................9
3.2 Importance of working in a team as a leader and member....................................................9
3.3 Review the effectiveness of the team in achieving the goals..............................................10
TASK 4..........................................................................................................................................10
4.1 Important factors involved in planning the monitoring and assessment of work
performance...............................................................................................................................10
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4.2 Plan and deliver the assessment of the development needs ................................................11
4.3 Evaluate the success of the assessment process so that the PM Company .........................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13
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INTRODUCTION
In order to have impressive level of success and proper management of work activities, it
is essential for manager to focus on diverse factors of operational activities. Management plays a
vital role in various operational activities such as recruitment and selection process (Bonnici,
2011). It helps in various sustainable improvements and provides various monetary and non-
monetary advantages. Learning about operational activities also provides an ability to understand
the concept of working with leading people.
For effective understanding of the concept of working with leading people the report will
have discussion about work culture of the Purple Mail Company (PMC). It is one of the largest
courier firms in the UK. It will focus on process of recruitment and selection in order to boost
opportunities for organization. It will also provide an information about various leadership styles
and its impact on the work culture of PMC. Furthermore, it will also assist in identifying the
work and developments needs that can boost business opportunities.
TASK 1
1.1 Documentation towards selection and recruitment process
As per the structured study, it is essential for business entity to focus on integrated
designing of selection and recruitment process. In addition to this, the business organization
needs to ensure about job description and specification factors in appropriate manner. It is
referred as a method that facilitate management in identification of candidate skills and
perception (Dumah, 2008). With an assistance of job description and specification the
management of PMC can easily recruit skilled workforce and overcome issues in desired form.
Moreover, it provides a better information to candidates in regard to subject and job roles. HR
authorities can have descriptive knowledge about the candidate and accomplish goals in most
suitable way (Woodall, 2014).
Person specification:
Qualification: Diploma in marketing from certified university.
Employment conditions: Day and night shifts will be applicable at the workplace.
Age: 20-35 years.
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Gender: Male and female both are welcomed to the firm.
Skills: Candidate must have good communication skills and always ready to accept challenges in
field. Must have positive attitude towards work and capability of easy work handing.
Work experience: Freshers can also apply.
Job description:
Organization: PMC (Purple Mail Company)
Designation: Marketing executive
Location: Wales
Work authority: Marketing Manager
Roles and Responsibilities: Designing of brand awareness activities, maintaining relationship
with customers and corporate, participation in team acts, promotion of products and services, etc.
Last Date of application: 25 April, 2016.
Permission from human resource head is essential in order to perform recruitment and
selection activities. In addition to this, it is also significant for human resource management to
make sure that the advertisement about job must be in appropriate manner. Information
communicated in advertisement can not be changed because it is considered as unethical
practice. These kinds of unethical aspects may lead business to various legal issues. Job
description plays a vital role in managing people of the organization and it is required in
recruitment process, so that potential employees can understand their job role in a proper
manner. Other than this, job specification provides a detailing of required skills and knowledge
which need to be consider essentially for meeting all requirements of HR Administrator post of
PMC.
1.2 Impact of legal, regulatory and ethical consideration to the recruitment and selection process
There are number of legal and regulatory aspects that need to be adopted by the
management of PMC during accomplishment of recruitment and selection process. Classification
of legal elements can be as Equality Act 2010, statement of employment, Race Relation Act,
Equal Pay Act 1970 (Bubb, 2012). In regard to Equity Act 2010, the business organization must
ensure that the equal opportunities are being provided to all candidates without any kind of
discrimination. Recruitment and selection process must not have any kind of bifurcation due to
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age, gender, status, etc. It is also significant for business firm to focus on development of
strategies that can provide better protection in respect to discrimination (Condry, 2010). Support
of Race Relation Act is also beneficial for the management of PMC because it also reduces the
issue of discrimination.
Moreover, it is also necessary for courier firm to make sure that the advertisement of
vacant job is accomplished in most ethical manner. Systematic statements must be provided in
the promotion of employment conditions and opportunities. Any kind of avoidance may
influence business firm in negative manner and lead various legal conflict situations (Anderson,
2013). The equal opportunities must be provided to all candidates without any consideration of
unethical aspects. In addition to this, the management of PMC also needs to focus on Equal pay
Act because it maintains the standards of equal pay. It allows management to provide equal pay
all candidates without any discrimination. In regard to this, it has been identified that the
discrimination act also need to be consider effectively to accomplish goals and objectives in
appropriate manner. Sex discrimination and factors also need to be consider for sustainable
development. Salary must be provided to all employee’s in equalised manner as per the standards
of Equal Pay Act 1970. For example, the management has decided to pay salary less to
employee as per industrial standards due to colour difference. It may create legal issue under
equal pay act and discrimination act which may influence overall working of organisation.
1.3 Participation in selection process
Being an HR manager at PMC, it was necessary for me to accomplish various standards
in appropriate manner. In this respect, I have participated effectively in recruitment and selection
process and ensured that the ethical standards are well maintained during the process (Wilkinson,
2014). During the identification of vacant job position, I have focused on effective gathering of
concerned information so that process objectives can be achieved. According to collected
information, I have also developed a schedule that helps in meeting standards.
In addition to this, I have also participated establishment of interview panel so that
effectiveness of recruitment and selection process can be managed. In this regard, the
classification of applications has also undertaken with my supervision. I have also arranged
various activities that can boost up the morale of employees and prompt them to participate
effectively in overall procedure (Cook, 2010). It is also beneficial for advancement in
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productivity and help the panel to make sure that right person is being hired for correct position.
Other than this, I have also performed various activities that helps in maintaining coordination
level with top level management (Peterson, 2011). I have provided information to CEO about
developments in overall process.
Interview process was also accomplished under my supervision and I have suggested few
ideas that facilitates panel to identify candidate needs and capabilities. It is one of most
advantageous factor for completion of recruitment and selection process (Gardner, 2010). At last,
I have also provided my assistance in short-listing of candidates and confirmation by top level
management for the same. It was also one of my job role to ensure that proper training is
provided to selected candidates before final letter acceptance.
1.4 Evaluation of contribution in selection process
As per my experience in selection process, the key motive of the organization was to
recruit two new candidates for the post of marketing executives. In order to meet the objectives
of selection process I have effectively participated in the overall selection procedure. I have
performed diverse activities in the process as per the organizational standards. In addition to this,
I have also ensured that job specifications are considered as a critical aspect in the procedure
(Ibrahim, 2013). I have checked all the applications in appropriate manner and performed
various activities to meet standards of job specification. Along with this, I have also selected
only those candidates who are ready to work in both day and night shifts. Moreover, I have also
considered a skills and knowledge identification as one of critical aspect because it helps in
effective accomplishment of organizational goals and objectives (George, 2010). Being a Hr
manager at PMC I have selected only those candidates who have strong communication skills,
leadership and management skills and ability to handle conflicts at workplace. I have also
participated in number of activities that were helpful to manage recruitment and selection acts in
appropriate manner (Abbott, 2011). I have also consulted CEO and my colleagues in conflict
situations so that effective ways can be identified to overcome issues.
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TASK 2
2.1 Skills and attributes needed for leadership
As per the consideration of diverse roles and responsibilities, it is essential for Hr
manager to focus on number of skills and attributes. It has been identified that there are number
of skills and attributes that a leader must have to meet goals. Communication skills plays a key
role in improvement of coordination level. With an enhanced level of communication skills the
manager can easily coordinate with its team members (Osland, 2012). It is also beneficial for
advancement in productivity level so that organizational goals and objectives can be
accomplished in desired form. Regular interaction with team members is also significant because
it helps in identification of innovative ways that can lead business to impressive level of success.
Team development abilities are also essential for the organization because it helps in effective
management of group activities (Selznick, 2011). Relationship building skills for attaining the
leadership objective of establishing meaningful relationship among entire workforce as well as
top and lower level management of the Purple Mail Company.
Moreover, it is also necessary for the HR manager of PMC to ensure about decision
making skills as it facilitates in effective accomplishment of decision making process. It will
assist in taking better decisions at conflict situations (Smallwood, 2013). Proper information
about operational factors is also essential so that objectives of recruitment, selection, training
programs can be accomplished. Conflict resolving skills are also beneficial for the leader as it
assist in overcome various issues that impacts overall performance.
2.2 Difference between leadership and management
According to detailed analysis of leadership and management, it can be asserted that
these two aspects are different to each other. It has also been identified that the leadership and
management both plays a vital role in accomplishment of organisational goals and objectives. In
regard to management, collective factors of PMC focuses on effective management of workforce
and attain better profit margin ratio (Liang, 2011). Management also referred as a combination of
diverse managerial activities such as planning, directing, monitoring and controlling. It focuses
on integrated working of various departments in order to achieve goals and objectives. In
addition to this, it can be contended that the management of PMC have efforts to meet
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organisational standards in most suitable manner for sustainable development (Hoffmann, 2007).
Management of PMC play an important role in developing objectives, rules and regulations and
policies for workforce.
On the other side, the leadership covers different features that are also essential for the
organisation in order to meet needs. Being an HR manager and leader, it is essential to identify
number of ways that can manage workforce and lead them to various developments. Leadership
activities key focus is on leading people to diverse aspects in an effective manner (Champagne,
2008). In addition to this, leadership also concentrates on development of various skills among
team members. Classification of abilities can be as motivation, coordination, communication,
etc. It is advantageous for acquisition of the best outcomes. It encourages followers to conduct
activities in such manner that the gap between actual performance and target can reduced.
2.3 Compare the different leadership styles for different situations
In order to meet the organisational goals and objectives in most optimistic manner, it is
necessary for management of PMC to focus on different leadership styles while dealing with
different situations. There are number of leadership styles that can be adopted by the
organisation for sustainable development. It has been identified that the induction process for
new recruits covers different characteristics as compared to experienced employees. In addition
to this, it can be stated that the management of PMC can focus on autocratic leadership style
while dealing with new recruits in induction procedure (Nino, 2007). It is because these kinds of
workforce does not sufficient information about the organisational needs and nature. It may
create a conflict situation so with an assistance of autocratic leadership the management can
easily enhance knowledge among employees. On the other side, while dealing with experienced
employees the management of PMC can consider participative leadership as a critical aspect. It
is most appropriate leadership for communicating vision of the PMC to the employees (Cherry,
2014). Moreover, these kinds of workforce are well known about the organisational culture and
practices so they can easily provide better suggestions in order to overcome issues. This
leadership style leads to high productivity and engagement of employees that enhances
organisational opportunities.
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2.4 Ways to motivate staff to achieve objectives
It has been witnessed that there are number of ways that can be adopted by the
management of PMC to encourage morale of employees and accomplish goals in desired form.
In this respect, the authorities can focus on redesigning of job roles. Management can reconstruct
the roles and responsibilities in order to enhance the motivation level among workforce. In
addition to this, organization can use job enlargement, rotation and enrichment. With an
assistance of these factors the management can easily improve the organisational structure that
will provide the best outcomes (Prantor, 2014). It is also beneficial for advancement in
knowledge and skills of workforce. Moreover, training and development programs are also
advantageous for the organisation. HR manger of the PMC can improve the motivation of the
intermediate staff by arranging appropriate training and development program. It also facilitates
in effective identification of key needs and expectations that can lead business to impressive
level of success (Bonnici, 2011). The skills and ability of employees can easily improved that
can enhance organisational productivity. This motivational tool improves the overall
performance and outcomes of staff of PMC.
Other than this, the management of PMC can also focus on creating flexibility at
workplace as it will also lead business to impressive level of success. It is essential for
organisation to focus on such activities that can enhance flexibility while working at different
situations. Company can also provide flexible work timings for the organisation that creates
positive work environment (Dumah, 2008). With an assistance of these kinds of strategies the
stress level among employees can also be reduced in effective manner. It also motivates the
morale of workforce and prompt them to accomplish goals in most desired form.
In addition to this, it can be said that the management can also perform number of
activities that promotes transparency aspects and lead to employee motivation. On optimistic
performance the incentives in form of monetary aspects can be provided. Time management and
cognitive approach will be beneficial for the managers, directors and supervisors to encourage
their morale, so they will consider themselves as an important asset of the organization. Proper
guidance while performing activities can be provided to employees because it helps in boosting
productivity. It will also enhance interaction among members which is advantageous for building
trust. Open door policy can be adopted by the management to enhance the employee
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participation in decision making process. It also increases the morale of workforce and facilitates
in accomplishment of organisational goals and objectives.
TASK 3
3.1 Benefits of team-working for PM Company
There are number of benefits that organisation can attain by accessing team working in
effective manner. It helps in improvement of organisational productivity and employees
performance so that goals can be accomplished in most appropriate way. With an assistance of
group work the recruitment and selection process objectives can be meet in most desired form. It
allows members to communicate with each other and share issues (Woodall, 2014). This is
beneficial to identify innovative ways that can overcome issues in effective manner. Working in
a team improves the official relationship of new recruits with different employees of the PMC. In
addition to this, the stress level can also be managed effectively while working in group. Time
and cost consumption can also be reduced that is advantageous for decrease in operational cost
(Bubb, 2012). It also provides a better opportunities to the organisation in monetary as well as
non-monetary aspects. Team work also increases ability to work in conflict situations and lead
business to impressive level of success.
3.2 Importance of working in a team as a leader and member
I have worked with in team as a leader as well as member and analysed that there are
various factors that need to be consider during group work. In team, being a leader as well as
member, I have evaluated that there are number of problems and situations that impacts
organisational development. But with an assistance of group work these kinds of issues can be
overcome in most suitable manner. I have faced issue regarding motivation, communication and
distribution of role and responsibilities among employees (Condry, 2010). It has also influenced
my development in diverse ways. Team work has allowed me to share these kinds of problems
with my colleagues which has benefited in various aspects. It has improved my work practice
style and provided an opportunity to become leader. It has also made me realized the leader must
acknowledge about the needs and beliefs of members so that issues can be overcome in
appropriate manner (Anderson, 2013). It also allows to work in different situations and
understand various cultural aspects that can influence work performance.
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3.3 Review the effectiveness of the team in achieving the goals
It has been identified that while working in team the organisation can easily accomplish
goals and objectives. In addition to this, it can be contended that the management of PMC can
focus on development of job roles according to capabilities of members. It is necessary for all
members and leaders to have improved level of information in regard to design activities
(Wilkinson, 2014). There are various teams used by PMC for managing several business
operations. In current situation, the business firm is facing critical issue so, it is necessary for
organisation to adopt strategies that can improve communication skills (Cook, 2010). It will
assist all members to share their views with each other and accomplish goals in most suitable
way. Moreover, it is also significant for the management of PMC to focus on development of
work standards that can improve work conditions. All team members must ensure that they all
are working as per same work standards in order to improve performance and effectiveness.
TASK 4
4.1 Important factors involved in planning the monitoring and assessment of work performance
It has been identified that there are various factors of planning, monitoring and
assessment that need to consider by management for sustainable development. In regard to
planning, the human resource management must make sure about structured allocation of roles
and responsibilities. Before planning needs of all members must be identified in appropriate
manner so that goals can be accomplished (Peterson, 2011). Moreover, organisation also needs to
consider the performance standards in appropriate manner for effective better designing of
planning process. In the monitoring process, HR manager has considered different factors which
focuses on effective participation of activities. With an assistance of effective monitoring system
the organisation can also improve employees engagement in operational activities. It is beneficial
to attain impressive level of success as it helps in decision making process (Gardner, 2010).
Number of regulations also need to consider by the management in order to meet organisational
standards and attain better success. Along with this, the quality of work also need to be checked
as per standards.
It is also necessary for organisation to make sure that the goals are set in appropriate
manner so that activities can be designed in desired form. There are number of monitoring
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methods that need to be consider by the management. It is beneficial for business firm to
understand the success factors and design activities for sustainable development. Number of
activities need to be performed that provides information about staff characteristics. It means, if
business is having effective consideration of KPI's then key aspects of success can be evaluated
in appropriate manner. Evaluation of past performance reports is also advantageous because it
helps in sustainable development. It also provides effective monitoring of key successive factors.
4.2 Plan and deliver the assessment of the development needs
For effective planning and delivery of development needs, it is essential for management
of PMC to focus on various stages. In this, the HR manager must have effective allocation of
roles and responsibilities so that goals can be achieved in appropriate manner. Needs
identification is also beneficial for the organisation as it helps in developing the performance
standards (Ibrahim, 2013). After this, various alternative ways will be identified by the
management so that needs can be deliver in most suitable way. Moreover, HR manager evaluates
performance of individuals by comparing the actual performance and planned standards. It is
also necessary for management of PMC to determine gap between actual performance and
designed standards (George, 2010). In order to have effective delivery and development of
employees needs the HR manager of PMC must arrange training and development program. It
facilitates in skills and knowledge advancement so that overall performance can be improved.
Other than this, the further implementations are also essential in order to meet needs.
In order to have effective identification of development needs the management need to
have work review so that key aspects can be understand in appropriate manner. In addition to
this, it can be said performance standards need to be develop and compare performance with it.
The gape between actual position and standards will be evaluated effectively. Previous
performance and current activities can also be compared in order to make sure about sustainable
development. Number of methods can be adopted by the businesses to determine needs. For
example, feedback from employees about their work issues. Improvement in communication is
also significant because it helps in communicating with workforce effectively. It also facilitates
in identification of key issues that business faces so that needs can be determined in appropriate
manner.
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4.3 Evaluate the success of the assessment process so that the PM Company
In order to have effective evaluation of successive factors that are accessed in the
process, HR manager must focus on skill's improvement. In other aspect, it can be said that the
advancement in individual performance the objectives and goals can be accomplished in desired
form. Overall productivity of the organization can also be improved so that assessment process
can be completed (Abbott, 2011). Moreover, with an assistance of development plan the
difference between organizational needs can be overcome. These kinds of planned activities
implementation is advantageous for advancement in outcomes. Along with this, the assessment
of procedure also indicates that the training and development program facilitates in various
developments (Osland, 2012). It provides number of monetary and non-monetary advantages to
the organisation. Training and development also enhances the motivation level among
employees. Communication system can also be improved for effective performance.
Methods that are adopted by the organisation is appropriate because it helps managers to
assess information about present knowledge and skills of staff. It is also advantageous for
assessment of needs of development. Current selected methods provides a better success to the
organisation and helps in meeting goals and objectives. With an assistance of this, company has
got success in assessment process for evaluation of development needs.
CONCLUSION
As per the above study, it can be interpreted that the working with leading people
learning is beneficial for the organisation. With an assistance of training and development
program the business firm can enhance its productivity and leads business to impressive level of
success. In addition to this, the use of different leadership styles according to diverse situations is
also advantageous for monetary and non-monetary aspects. In addition to this, it can be
contended that the management of PMC can focus on development of job roles according to
capabilities of members.
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REFERENCES
Books and Journals
Abbott M., 2011. An Experiential Learning Approach to Teaching Business Planning. Asia
Pacific Journal of Business and Management. 2(2). pp. 45 – 59.
Anderson, L., 2013. Leading People and Teams in Education. SAGE
Bonnici, C. A., 2011. Creating a Successful Leadership Style: Principles of Personal Strategic
Planning. R&L Education.
Bubb, S., 2012. Leading & Managing Continuing Professional Development: Developing
People, Developing Schools. Sage.
Champagne, F., 2008. Accreditation: a cultural control strategy. International Journal of Health
Care Quality Assurance. 21 (2). pp.146 – 158.
Condry, S. E. 2010. Handbook of Human Resource Management in Government. 3rd ed. John
Wiley and Sons.
Cook, L., 2010. Interactions: Collaboration skills for school professionals.. Boston, MA:
Pearson Education.
Dumah, T., 2008. Nigerian National Leadership Style Influence on Economic, Political and
Social Development: A Case Study of Direct Foreign Investment. ProQuest.
Gardner, W. L., 2010. Scholarly leadership of the study of leadership: A review of The
Leadership Quarterly's second decade, 2000–2009. The Leadership Quarterly. 21(6). pp
922-958.
George, B., 2010. True north: Discover your authentic leadership. John Wiley & Sons.
Hoffmann, S., 2007. Classical Motivation Theories - Similarities and Differences Between
Them. GRIN Verlag.
Ibrahim, C., 2013. Motivation and its impact on labour productivity. International Journal of
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Liang, H., 2011. Team climate, empowering leadership, and knowledge sharing. Journal of
Knowledge Management. 15(2). pp.299-312.
Nino, M., 2007. Collaborative co‐design: A user‐centric approach for advancement of
organizational learning. Performance Measurement and Metrics. 8 (3). pp.180 - 188.
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Osland, J., 2012. Global leadership: Research, practice, and development. Routledge.
Peterson, B., 2011. Cultural intelligence: A guide to working with people from other cultures.
Nicholas Brealey Publishing.
Selznick, P., 2011. Leadership in administration: A sociological interpretation. Quid Pro Books.
Smallwood, N., 2013. Results-based leadership. Harvard Business Press.
Wilkinson, J., 2014.Leading, Managing and Developing People. Industrial and Commercial
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Woodall, J. R., 2014. An evaluation of a toothbrusing programme in schools. Health Education.
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Online
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http://psychology.about.com/od/leadership/a/transformational.htm>. [Accessed on 31
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