Leadership and Teamwork in UPS

This assignment explores the crucial role of leadership in organizational effectiveness, focusing specifically on UPS. It delves into various aspects, including the selection and recruitment process, the benefits of teamwork within UPS, and the components involved in planning, monitoring, and assessing business performance. The analysis aims to understand how these factors contribute to UPS's overall success.

WORKING WITH AND LEADING PEOPLE

INTRODUCTION
In this report we will learn about working with and leading people. The study will identify how a
leader can lead his team effective. In the assignment we will discuss about the recruitment process
within the United Parcel Service(UPS). It is one of the biggest parcel delivery company in the
world(Terkel,2014). This company needs to hire some new employees in their organisation, so a
documentation on selecting and recruiting new employee has been included in the assessment. The
report also determine the various factors affecting these process, skills required by a leader and the
different leadership styles. Furthermore, the report identifies various elements involved in planning,
monitoring and assessment of work performance within the UPS.
Task 1 : Recruitment, Selection and Retention Procedure.
1.1 Documentation for selecting and recruiting a new employee in the UPS
The UPS company needs to hire 1 new administrator for their business operations. The
Human resource department of The UPS needs to prepare a document for the recruitment and
selection process which is as follows -
 Approval of Recruitment – Every recruitment procedure needs to be approved by the
authority of the UPS. The concern department within the UPS who require a new employee
send the draft and document consisting the position description, required skill and education
for the designation. The authority of the UPS approve the draft and forward it to the human
resource department.
 Position Description – The UPS needs to describe the designation or position for which
they want to hire a new employee. This also includes the responsibilities and duties of the
post. This description is provided by the human resource management of the UPS(Hamel
and Ruben,2013).
 Advertising – The last step is to post an advertisement to attract the talented employees.
The directors of the human resource management of UPS approve the job advertisement.
There are various media for the job advertisement such as newspapaer , television ad etc.
The advertisment for the post of a new administrator is as follows -
For an Administrator
Last Date – 30/12/2017
Location – Lowton way
Salary - $ 30000 pa
Type of Employment – Permanent
Job Vacancy – 1
Roles and responsibility for Administrator post
 The Administrator needs to achieve the weekly, monthly and yearly base targets of the UPS.
 Needs to work in a team.
 Monitor the cost effectiveness and efficiency.
 Need to Contribute to the decision and strategies of the UPS.
Skills and Experience required

 Candidate should have a degree in business discipline.
 Good communication skills
 Excellent command on English.
1.2 Impacts of legal,ethical and regulatory elements in the selection and recruitment procedure.
The selection and recruitment process often goes beyond the statutory rules and legal implication.
The Human resource professional within the UPS needs to take care of these rules and regulations
in selection and recruitment process(Bush and Middlewood,2013). The various impacts of legal,
regulatory and ethical consideration to the selection process are as follows -
Impacts of sex discriminatory act
The UPS has to maintain the sex discriminatory act. This states if an individual is qualified for the
jon than the Company is bound to hire him or her without any sex discrimination.
Impact of Equality regulation
The UPS can not break the provision of equality as it will be unlawful. This regulation states that
both young as well as old citizens should get same benefits in the recruitment and selection process.
Impact of race relation act
This act states that if a candidate has a legal work permission in UK he or she is eligible for the job
in UPS irrespective to his or her race or nationality.
Impact of law in Advertising process.
The Human resource manager needs to ensure that the advertisement of job is not discriminatory
against any age, race, sex, gender etc. The HR must ensure that the advertisement is not breaking
any law or regulation.
Impact of right to employment
The board of interview should make sure that the candidate has the legal right to work in UK or not.
They also need to verify the criminal record of the individual.
1.3 Taking part in the selection process
As a Human resource manager I need to take part in the selection process effectively. The Human
resource manager plays an important role in the recruitment process.
 Selecting a recruitment and selection panels – The Human resource professionals select a
selection and recruitment panel through which they select the candidates for an appointment.
The Human resource department select the recruitment and selection panel according to the
types of new staff UPS is going to recruit.
 Short listing – Once the applications of the candidates are received, the selection and
recruitment panels create a short list of applicants by using various methods such as written
tests, IQ tests etc.
 Interviews – The selection and recruitment panels of the UPS conduct the interview for the
short listed candidates.
 Appointment – The selection and recruitment panels suggest for the applicants who satisfied
the selection panels by obtaining minimum criteria the job. The Human resource department
gives final appointment statement to those candidates who are approved by the selection
panels.

1.4 Evaluating own contribution to the selection process in the UPS
In the above recruitment process I took part in preparing the essential docutments for the selection
of the candidates.. I created and planned the advertisement to attract the candidates. I contributed in
choosing the selection panels of the new employee for the UPS. As a Human resource professional ,
I played an important role in short-listing the applicants as well as conducting the interviews.
Furthermore, I created the appointment letters for the selected employees.
TASK 2: The Styles and impact of Leadership
2.1 The skills and attributes needed for leadership
There are various skills and attributes needed by a leader for leadership which are mentioned below
-
1. Motivates and Inspires others – Every leader should have skill to motivate and inspires the
team members to achieve the goals and objectives. Leadership is a best approach to increase
the willingness among the team members to perform their task effectively and attain the
desired goals and objectives.
2. Solves problems and analyses issues – The leaders are selected, trained and chosen to solve
the issues and problems within the organisation as well as grab the opportunities in the
market.
3. Displays honesty and high integrity – Good leaders must be honest and transparent. They do
wat they said they will. They have high-integrity(Boezeman and Ellemers,2014).
4. Communication skills – To be a great leader, a person should have a powerfull
communication technique. The leader needs to communicate and interact with the team
members by group discussions, meeting etc.
5. Building relationships – A leader should focus on building relationships with the team
members, customers and vendors. Relationaships are important for an organisation. It helps
to build positive reputation of an organisation.
6. Develop others – The leaders are responsible for the development of the work force. They
identify the best employees and provide them proper training in order to improve their skills
and abilities which can help them to become the future leaders.
2.2 Difference between leadership and management
The major differences between Leadership and Management are as follows -
 A leader invents while the manager organizes – A leader of a team bring new ideas and
innovation within an organisation. The leader always focus on developing various new
techniques and strategies within an organisation. On the other hand, a manager is the person
who is only responsible for maintaining what is already implanted. A manager needs to
focus on the bottom line while controlling the employees as well as the organisation.
 A manager concern about control whereas a leader inspires trust - Managers in an
organisation need to perform their roles and duties to establish control over employees
which to leads to the development of their own assets and abilities. A leader is one who
motivates the employees to perform their best and identify how to set the best pace and flow
of work for the group members(Fairhurst and Connaughton,2014).
 A leader have questions “what” and “why” whereas manager focus more towards “how” and
“when” - Great leadership needs a skill of effective and fair judgement while putting a point
of concern in front of the senior management. A leader is a person who inspires the team

members what to learn from the critical situations or issues within an organisation. On the
other hand identify “how” and “when”. The managers ensure that the strategies are properly
implemented. They only follows the plans which were created and do not attempt any
change(Morgan,Paucar and Wright,2014).
2.3 Comparison among different types of leadership styles.
There are various types of leadership styles or approaches which can be adapted by a leader. These
leadership styles are unique and important with respect to the situations they are adapted. These
leaderships style are as follows -
 Democratic leadership - Democratic leadership, also known as participative
leadership or shared leadership, is a type of leadership style in which members of
the group take a more participative role in the decision-making process.
 Autocratic leadership -Autocratic leadership, also known as authoritarian leadership, is a
leadership style characterized by individual control over all decisions and little input from
group members.
 Paternalistic leadership - Paternalistic leadership is a managerial approach that involves a
dominant authority figure who acts as a patriarch or matriarch and treats employees and
partners as though they are members of a large, extended family
The Democratic leadership is meant to be the best among all the other styles or approaches. The
democratic leadership involves all the employees to participate in the decision making procedures.
It helps in motivating and inspiring the employees(Tourish,2014).
The autocratic leadership leads to increase in dissatisfaction among the employees. In the
paternalistic approach or style none of the employees within an organisation is given independence
or power, the managers are taking all the decisions, therefore it can also lead to dissatisfaction for
the employees. The UPS should not adapt any of the leadership other than the democratic
leadership.
2.4 Different ways to motivate the staff to attain the goals or objectives
There are various motivational theories and approaches to motivate the employees in order to obtain
the organisational objecrtives and goals. The Two factor theory, Maslow's need hierarchy theory and
X and Y theory are some approaches of motivation. The UPS must use the Maslow's need hierarchy
theory for motivating the employees. This thoery can be followed by the following ways -
 Reasonable payments – The need theory states that the employees can be motivated by
fulfilling their psychological and physical needs. The UPS should ma/e sure that all the
employees in the company are getting a reasonable salary. This helps in motivating the
employees(Welch,2014).
 Treating all employees equally and with respect – The organisation should develop a culture
within the work place or treating the employees with respect and equality. The employees
are very much concern about their social respect and prestige. Taking care of these elements
the employees can get motivated.
Other than this theory or approach the UPS must follow other approaches to motivate the
employees within the organisation.

TASK 3 : Working effectively in a Team
3.1 Benefits of team working within the UPS
Team work is very important for the effectiveness and success of the UPS company. The Team work
is very effective and best way to share the ideas and skills among the team members. All the
members of an team collect their ideas and skills and set a specific goal. The unit of skills and
knowledge helps the team to achieve the goals and objectives. Following are the ways in which
team work contribute to the success in the UPS -
 Effective growth – Team work plays an vital role in the devlopment of efficiency within the
work organisation. Team work helps in finishing a task or operation withn great
effectiveness and quickly. A group of team members can achieve a goal far more quickly as
compared to an individual working independently. Team works helps in reducing the work
load which helps the employees to work out of pressure. New ideas and innovations are
developed by collecting all the ideas within the team members(Rees and French,2016).
 Develop employees relations – Team work helps the employees in building healthy relations
within an organisation. The UPS develops various teams to provide opportunities to
employees for making a good bond with each other within the work environment. While
working in a team the employees share their values and feeling with each other that helps
them to develop stron relationship among themselves.
3.2 Working in a team as a leader and member towards specific goals, dealing with any conflict or
difficult situations
The UPS meet various situations in their daily organisational operations or tasks. They often
solve their issues and problems while working in a team. The employees in the UPS focus on their
goals and are very much dedicated towards the objectives. Both the leaders as well as the team
members achieve success in the team work. The team roles of the employees within the UPS can be
considered by applying the Belbin's team roles model -
Coordinator – The persona oreinted leader is considered as a Coordinator. The coordinator is
committed and responsible for the team goals and objectives of an organisation. He or she also
motivates others to increase the willingness to work and also develop a positive attitude in the work
environment.
Shaper – This is a person who shape the task and work of a team. The shaper can called as a task
focused leader, full of energy, highly motivated to win the challenge. He is also committed to finish
the task and focus on shaping others for the achievement of the team goals(Rock,2014).
Plant – The plant is concerned with the issues rather than analysing the details. He is full of IQ.
Resource Investigator – He is the person who focus on exploring the opportunities.
Implementer – The implementer is cool minded member who perfroms silently for the
organisation.
Monitor evaluator – These member are responsible for evaluating the team performance. They
helps in solving critical situations that arise within an organisation.
Team worker – They are helping in accomplishing the team tasks to obatin the team goal.
Finisher – Finishers are the members who identify effective ways to accomplish a given task.
Specialists – These are the members with technical skills wiith a team.

3.3 Effectiveness of the team within the UPS in achieving the organisational goals
The Team within the UPS is much effective as compared to other organisation within the market or
industry. Each and every team member share their idea and skills in order to develop a effective
plan for achieving the team goal. The team members understand each others values and knowledge
with respect. This helps the employees to build healthy relationship and bong among them at the
wrok place. The bond and relationship among the employees is important to bring effectiveness in
the organisational operations which leads to the achievement of the organisation objectives.
TASK 4 : Assess the work and development needs of individuals
4.1,4.2 and 4.3 – Professional development plan
Various elements participating in planning the monitoring and assessment of work performance
There are several factors that are involved to plan and monitor assessment of work performance
which are as follows:
Need of learning: For this the performance of workers and cabin members should be monitored.
There should also be assessment of their qualities and skills they possess.
Cultural difference: There is a cultural difference in every worker as they come from different
backgrounds, religions and regions. This is why there performance affects.
The different elements through which employee performance can be measured and monitored are as
follows -
 Setting up random methods – The UPS may use random methods for quality control within
the organisation. The employees can be more attentive in their tasks(Goetsch and
Davis,2014).
 Survey based on clients and customers – UPS should conduct survey on costumes and
clients about the products and services to measure the performance of the employees.
 Performance appraisal – The UPS should create proper performance based appraisal for the
employees to motivate them.
 Appraisal interview - The UPS can conduct formal appraisal interview in order to measure
the performance of the employees.
Plan and Study of various development needs of an individual
Communication skill: It is a fleeting target to enhance relational abilities. It is help to every last
division in life cycle. Correspondence help to see each circumstance in any work put in any area. It
will help to comprehended to all issues in any association.
Time Management skills: In time administration abilities is concentrate on the best way to mange
a period is enhanced in brief time objective. Time administration abilities is imperative to every
single division
In long term objective :- In long term objective is concentrate on the those abilities have set aside
opportunity to making strides. These kinds of abilities are following :-
Planing skills: In planing aptitudes set aside long haul opportunity to make strides. In planing
abilities it will make some involvement to utilize new plane of new movement in the association or
some other area.
 Activity  Time period  Method
 Communication skills  3 to 6 Months  Communication skills

is essential to bring
management in the
organisations and
make the effective
conversations(
 Time management  4 to 6 Months  It is important for the
HR manager to manage
their every task in
terms of better time
management which can
be improved by
allocating the task
priorities
 Planing skills  7 to 12 Months  For long term objective
of the organisation as
well personal
requirement. It can be
improved with the help
of arranging different
activities to implement
as per the plans.
The UPS is renowned for its services in the UK as well as other countries. They are trying to grow
their business in many other countries as well. We can identify effective learning style as follows -
Training need analysis:
The company must analyse the training needs of an individual such as
 The analysis of the organisation's goals, plans and objectives.
 Person analysis, identifying the potential within the participants and the instructors
 Work and task anaylsis, UPS needs to identify the task of the employees in order to provide
proper training accordingly.
 Performance analysis
 Content analysis
Training Process
 Organisational goals
 Need assessment
 Is there any gap?
 Objectives of training
 Selecting the training methods
 Ways of evaluation

 Administrate training
 Evaluation of training.
Evaluating the study
I had to learn shape the different source to accomplish the points and goals for the individual and
calling improvement design have been set. The way I have to enhance my aptitude for the future
and current need to meet which will bring the better development and advancement. I need to take a
shot at my correspondence aptitude which can help me out to cooperate with every single individual
in the public and expert improvement. I will be work in google in future which will help to mange
my own and expert vocation. The employees within the UPS should be provided proper learning
and training developing effectiveness and efficiency in their working styles. The employees who are
newly hired should be provided orientation training. After the training programs the new employees
they required to evaluate the assessment or report of the training program. This process includes the
surveys to identify the flaws of the training. The UPS measure the final result of the training by
evaluating the job performance and productivity(Fullan,2014).
CONCLUSION
This report states that leadership is an very important factor in an organisation to bring
effectiveness and efficiency among the employees. The report includes the documentation to select
and recruit new employee in the UPS which also helps us in learning the various factors affecting
the selection and recruitment process. The benefits of team work for the UPS is also been included
in the above assesment. Furthermore, The study also determined various components concerned in
planning the monitoring and assessment of business performance.

REFERENCES
Books and Journals
Terkel, S., 2014. 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.
Hamel, G. and Ruben, P., 2013. Leading the revolution (Vol. 286). Boston, MA: Harvard Business
School Press.
Rock, D., 2014. Quiet leadership. HarperCollins e-books.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Rees, G. and French, R. eds., 2016. Leading, managing and developing people. Kogan Page
Publishers.
Welch, J., 2014. Jack: what I've learned leading a great company and great people. Hachette UK.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John Wiley
& Sons.
Morgan, L., Paucar-Caceres, A. and Wright, G., 2014. Leading effective global virtual teams: The
consequences of methods of communication. Systemic Practice and Action Research, 27(6),
pp.607-624.
Fairhurst, G.T. and Connaughton, S.L., 2014. Leadership: A communicative
perspective. Leadership, 10(1), pp.7-35.
Tourish, D., 2014. Leadership, more or less? A processual, communication perspective on the role
of agency in leadership theory. Leadership, 10(1), pp.79-98.
Boezeman, E.J. and Ellemers, N., 2014. Volunteer leadership: The role of pride and respect in
organizational identification and leadership satisfaction. Leadership, 10(2), pp.160-173.