Exploring the Distinction between Management and Leadership

The content provided outlines various scholarly articles and resources related to planning and monitoring design. The sources cover topics such as leadership, management, recruitment, selection, organizational behavior, human resource management, and knowledge creation. Notable references include 'Effective Recruitment and Selection Practices' by Compton et al., 'The Jossey-Bass Handbook of Nonprofit Leadership and Management' by Herman, and 'Leadership in Organizational Knowledge Creation' by Von Krogh et al. These resources highlight the importance of planning and monitoring design in leadership and management practices.

WORKING WITH
LEADING PEOPLE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Documentation to select and recruit a new staff .............................................................1
1.2 Impact of legal, regulatory and ethical considerations.....................................................3
1.3 & 1.4 Taking part in a selection process and my own contribution ................................4
TASK 2............................................................................................................................................5
2.1 Using the leadership theories in order to evaluate the skills and attributes required by
manager in Tesco....................................................................................................................5
2.2 Key features of leadership and managerial skills ............................................................5
2.3 & 2.4 Different leadership styles for different situations and motivational theories applied
by Tesco..................................................................................................................................6
TASK 3............................................................................................................................................9
3.1 Assess the benefits of team work.....................................................................................9
3.2 Resolving conflicts within team work ...........................................................................10
3.3 Improve effectiveness of team........................................................................................10
TASK 4..........................................................................................................................................11
4.1 Factors involved in planning and assessment of work performance .............................11
4.2 Planning and assessing the developmental needs of employees in Tesco......................12
4.3 Evaluating success of assessment process .....................................................................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Working with leading people can be defined as a discipline which teaches about
leading in efficient and effective manner. Leadership is important practice which need to
be followed by business organization in order to achieve their set goals and objectives.
Further, organization develops with rapid pace in presence of the effective leaders
which helps in having smooth flow of the business operations (Zhang and Bartol, 2010).
Leaders acts as a motivational booster for employees as they motivate them efficiently
to achieve their individual targets and also attain the mission and vision of the venture.
The organization undertaken for the present study is Tesco which is a British
multinational grocery and general merchandise firm having its effective operations
throughout the globe. Mentioned firm is second and third largest retailer in terms of
revenue and profits accordingly. Cited venture has more than 500,000 employees who
are giving their productive services across the globe. Apart from their retail store, tesco
have various subsidiaries like Tesco bank, mobile, family dining etc. However, from
recent quarters, their profit and revenue going on declining stage and this is the major
worry for the top executives. Further, in order to have efficiency in their operations, firm
is planning to recruit few more individuals who will strengthen the ventures and give
their best to uplift the turnover and profits. The main aim of this study is to enhance
knowledge in order to work with others. Further, this document will help in
understanding the importance of recruiting right people for the right job. This report will
also shadow on different leadership styles and motivational theories. Further, the benefit
of the team work will be discussed effectively as it will direct the employees to meet the
set targets on set time.
TASK 1
1.1 Documentation to select and recruit a new staff
Recruitment and selection plays an important role in choosing effective employee
who can contribute best in the success of the business venture. Currently acting as a
HR manager of the cited firm, it is necessary to prepare effective document in order to
recruit the best talented employees. For recruitment process, HR manager will make job
description statement for the positions which are vacant (Adeniyi, 2010). Further,
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Curriculum Vitae will be collected either through corporate website or at the organization
corporate office.
After that, selection process will come into play and HR manager will scrutinize
the forms which has been collected and focus on finding the best candidates who
possess certain skills and knowledge. Choosing effective individual is the main aim of
the firm as it will help them in increasing their productivity, profits and turnover. Different
test used to get conducted as it will help firm to choose best of the candidate from the
lot.
Two important documents plays a crucial role in recruiting and selecting new staff
members. These are job description and job specifications. Job description insight the
detail of the position which is vacant and organization will provide specific details
regarding the job position, employment type, job vacancy, salary and the responsibilities
which candidate have to fulfill. Job specifications on the other hand shows the
description of qualities which candidate should possess in order to fulfill the desired
position. It includes qualification, major skills, etc.
These two statements has been prepared down under:
JOB DESCRIPTIONS:
Post Human resource Trainee
Reporting to Human Resource Manager
Location London
Employment Type Permanent
Pay Scale $ 200000 pa
Responsibilities  Maintain a proper record of organization assets
 Look over employee’s records i.e. record of salary,
leave, etc.
JOB SPECIFICATION
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Qualifications Candidate should have a degree in human resource (HR) from
a recognized University
Basic Skills  Minimum 1 year experience in any reputed organization
 Candidate should be efficient in English and also have
effective skills in communicating
 Should have knowledge of different documents
Key Skills  Knowledge of management and various HR policies.
 Knowledge of accounting, Basic computer, software,
etc.
1.2 Impact of legal, regulatory and ethical considerations
Recruitment and selection process helps organization to get best of the
candidate so that they contribute their best in increasing the revenue and operations for
the enterprise. Tesco is global firm and they are in need of multi skilled and talented
employees. In the current situation, the recruitment and selection process for the
venture will go beyond the level of statutory rules and regulations (Robertson and
Cooper, 2015). HR manager has responsibilities to recruit individuals by considering
different laws and acts. If not followed then their operations and goodwill will get
affected. Major impact of these laws has been discussed down under: Employment equality and regulation act, 2010- Tesco gets the application
from the candidates who belongs from different age groups and are from varied
background. Organization should not make any sort of discrimination on the
basis of young and old candidates as it will pamper the organization image. National minimum wages act, 1998- Employee within the organization should
get a minimum wage as per the skills, talent and capabilities. Minimum wage is
require so that person is able to meet his needs and demands effectively.
 Sex discrimination act, 1995- This act reveals that HR manager should not
discriminate any person on the basis of cast, religion, sex, gender, marital status
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and other elements which relates with employment (Sims, 2010). However, if
organization implements this policy then their brand image will pamper and it will
lead towards legal implications which can impact their goodwill upto some extent.
1.3 & 1.4 Taking part in a selection process and my own contribution
Being HR manager of Tesco, I have to undertake certain steps for recruiting
skilled and talented individuals. These are: Scrutinizing application forms: The forms which are received from the candidates
need to be scrutinize effectively so that best of the candidates are available for
the selection process. I will look towards the skills and the qualification he/she
possess in order to accomplish the organizational goals and objectives. Developing a selection panel- Selection panel is developed by me to recruit and
select talented individual for particular post. This panel will execute recruitment
process and take interview of selected candidates who were capable of reaching
to interview round. Preliminary interview- As a manager, my prior duty is to choose best of the
candidate who fulfill organization needs and develop brand image so that firm
gets a competitive edge over the rival firms who are working within the same
industry (Coles, J. E. and Barritt, H. M. C., 2014). In this, candidates are also
eliminated who do not meet the set criteria for recruitment.
 Short listed- Candidates who have been short listed through written test are
called for interview process which will be seen by me and the panel who was
developed.
Acting as a HR manager, I have taken active participation in the preparation of
two important documents i.e. job description and job specification. Further, my major
role was played at the time of scrutining the application as I have to choose the best
individual for the vacant post. In the selection process, written test was conducted and
in that different questions were asked to candidates relating to the field of HR and
management.
Further, those who have cleared the written test were called for the personal
interview. Here, with the panel of experts I have asked questions to candidates and
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seen their potential to answer the questions. At last, I have choose candidates as per
the profile was vacant and gave them recruitment letter with the date of joining.
TASK 2
2.1 Using the leadership theories in order to evaluate the skills and attributes required
by manager in Tesco
There exist tremendous leadership and management theories which helps the
said firm, to gain competitive edge in the international economy. The present case file
focuses on two main leadership theories undertaken by Tesco in the light of achieving
organisation's success in an impressive way Participative leadership style- Also known as democratic style. According to
such a style, the management of the concerned company gives a dominant right
to its employees to freely and actively participate in the decision making process
of the company (Compton and et.al., 2009). Doing this helps the employees to
gain a strong sense of trust and confidence towards their work and in turn they
work hard with full dedication towards the direction of organisational goal.
 Transactional leadership styles- Also called as managerial leadership. As per
this style, the management of Tesco have a total compliance of his/her
employees through both punishments and rewards (Matveev and Milter, 2010).
This style lays its major concern over supervising and organising the internal
environment of the company in a systematic way. Using such a leadership style,
helps the stated company to find major faults and errors of its employees and
guides them towards the organisation's success. Tesco uses this style in time of
emergency situations and crisis (Chelladurai, 2006).
With the help of such theories the leaders are effectively able to motivate its
workforce and enhance their own skills and attributes in order to closely accomplish the
set targets.
2.2 Key features of leadership and managerial skills
A leader acts as a role model for his team members. It is important for him to
effectively guide and motivate his followers in the line of achieving the leading heights of
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organisation's success within the standard time frame (Adeniyi, 2010). With regard to
such fact, leadership in the organisation is regarded as the crucial element with certain
essential characteristics and potentialities to effectively manage the task of its workers
(Compton and et.al., 2009).
In context with the present case scenario, Tesco empowers effective leadership
and management qualities which helps it to gain a strong sense of motivation among its
employees thereby increasing commitment and loyalty towards their work. Following
points helps to gain a deep understanding about the major skills and attributes of
leadership and management adopted by Tesco Strong decision making skills- One of the most signifiant quality of a leader or
a manager is to have an exotic decision making skills. This helps the said
company to face the difficult situations with strong and positive decisions.
Leaders take quick and correct decisions with a view to get the target done in an
appropriate time frame.
 Strategic problem solving skills- In order to make cognitive conclusions on an
urgent ground, the leader needs to make use of his strategic skills in an
appropriate manner (Herman, 2011). With the help of such skills, the leader is
efficiently able to implement a systematic plan of action to solve a particular
problem.
2.3 & 2.4 Different leadership styles for different situations and motivational theories
applied by Tesco
With reference to the given case, being an HR manager of Tesco, I can say that I
am a kind of situational leader who manages his style in order to increase the extent of
development and growth of the workers within the workplace. Doing this helps the
company to gain a positive and ethical work environment where the employees have
comfort to work with no conflicts thereby generating high quality and premium results for
the company (Ward, 2011).
From the above discussed leadership theories undertaken by Tesco, it can be
seen that Participative leadership theories is one of the most signifiant style adopted by
the company. This style is used normally in the situation when the company is
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expanding its business operations in a faster pace in the international economy and is
able to generate high profits and revenue in the hyper competitive environment
(Jackson and Parry, 2011). However, Transactional leadership theory is used by Tesco
when it faces sudden downfall in the corporate world. In order to face such challenge
the management of the company finds out major faults and errors in the employees
work which resulted in downfall and provides punishments to the workforce for the
same.
The two motivational theories used by Tesco to encourage its employees are
Maslow's need hierarchy theory and Herzberg's motivational theory (Coles and Barritt,
2014). With the help of Maslow's theory the company is clearly able to satisfy the major
needs and requirements of its workforce in an effective way (What is difference between
management and leadership, 2015). The following diagram helps the company to
understand the major needs of its workers within the organisation and in turn takes
effective measures to accomplish them in order to retain the best employee within the
company and reduce its overall staff turnover.
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Apart from this the mention company also undertakes Herzberg's two factor
theory in order to boost up the morale of its employees to work with full dedication
towards the organisational goal. According to this theory, the company lays its major
concern over various factors which either forces the employee to quit the job
designation (called as hygiene factors or de-motivators) or forces the individual to work
with commitment and loyalty (called as satisfiers or motivators). All such factors are
clearly explained in the mention diagram-
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Illustration 1: Maslow's need hirearchy theory
(Source : Sims, 2007 )

With the help of such theory the company is easily able to focus on major factors
which increases the employee turnover and as a result implement impressive employee
engagement techniques to retain the best workforce within the organisation and
enhance its exposure across the globe (Arthur, 2012).
TASK 3
3.1 Assess the benefits of team work
Team working helps individual to improve their skills and morale so that desired
goals can be attained effectively and efficiently. These are as follows-
 Build employee relations- Team work helps in developing employee relations
among each other so that desired task within organization can be accomplished
effectively (Jackson and Parry, 2011). Workers of Tesco participates in team
working and builds effectual bonding within each other in regard to accomplish
team goals.
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Illustration 2: Herzberg's two factor theory
(Source : Zhang and Bartol, 2010 )

 Efficient growth opportunities- Employees while working in a team helps in
developing efficient growth opportunities so that best results can be attained.
Tesco management provides best working condition to its employees that helps
in understanding the needs of customers and improve growth and success within
business. Also, through team work it helps employees to share their ideas with
other workers in order to attend efficient results within firm (Clemmer, 2007).
 Develops trust- It is essential for employees to rely upon each other that helps
in building trust and thus team work establishes strong relationship with team
workers (Ward, 2011). Also, through sharing the work it provides team workers a
feeling of safety in order to accomplish desired targets.
3.2 Resolving conflicts within team work
While, working in a team it can be assessed that there are various conflicts arise
among team workers. Therefore, it is essential for leaders to effectively solve such
conflicts within team and attain goals. Tesco management is required to develop skills
among its leaders regarding overcoming the conflict resolution skills because there are
various workers coming from different backgrounds and thus possess unique working
styles and habits (Philip, 2010). Therefore, it is essential for business to attain success
by developing effective conflict resolution skills and thus turn management problems
into solutions and attain desired goals.
Management of Tesco implies Belbin's team roles model so that desired job roles
has been assigned to workers as per their skills and capabilities and allocate them work
accordingly. Hence, it is essential for leaders of firm to possess conflict management
skills and achieve objectives. Here, team workers are provided flexible working
environment so that conflicts situation can be overcome. Managers of Tesco need to
understand the conflicts' situation so that it can be overcome effectively and team goals
can be attained (Ooi and Li Liew, 2011).
3.3 Improve effectiveness of team
It can be assessed that business is required to implement effective strategies in
regard to improve the effectiveness of team within Tesco. Management uses both
quantifiable and qualitative factors so that effectiveness within team can be developed.
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Employees are required to improve communication among each other so that desired
tasks can be attained. However, performance of team can be improved by recruiting
skilled employees within business and thus provide them opportunities to carry out the
work effectively and efficiently (Michel, Pichler and Newness, 2014). Team leaders are
required to identify the capabilities of individual workers and then assign them work
accordingly so that team foals can be accomplished. Also, implementing strategies such
as self appraisal method, 360 degree feedback method which helps in improving the
performance of business. Leaders are required to provide appropriate direction to
workers so that they can increase productivity and improve the performance of Tesco in
retail industry.
TASK 4
4.1 Factors involved in planning and assessment of work performance
HR manager of cited venture has to look towards the development of their
workforce as they are in large number and on their performance, organization
performance is dependent (Chin, 2015). Some of the methods which manager can
undertake in order to measure the work performance of their workforce: Performance appraisal- Performance appraisal for employees has to be
maintained and this appraisal plays an important role in the development of
employees. Proper documentation and evaluation has to be made in order to
give employees a perfect appraisal. Further, this appraisal is made by evaluating
the performance which employee has given throughout the year (Von Krogh,
Nonaka and Rechsteiner, 2012).
 Interpersonal skills and qualities of employees- In this, HR manager focuses
on evaluating the qualities which individual possess. These traits play a crucial
role in the success of business venture. In order to judge the quality which
employees possess, manager will focus on taking the feedback from superiors
and subordinates.
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4.2 Planning and assessing the developmental needs of employees in Tesco
Tesco implements various measures to plan and assess the developmental
needs of its workforce in an effective way (Herman, 2011). Some major techniques
adopted by the company in assessing such needs are explained below- Developing employee career- The most important measure in assessing the
developmental needs of employees within the organisation is to provide them
with an impressive and challenging opportunities to expand and enhance their
career needs in the said company (Robbins and et.al., 2013). Appropriate learning style- Developing a systematic and impressive learning
mechanism will enhance the knowledge, skills and competencies of the staff
effectively. Implementing effective learning mechanisms broadly includes
providing its staff with training and development sessions (Robertson and
Cooper, 2015).
 Expert guiding and continuous monitoring- By providing the employees with
expert and appropriate guidance, the company is effectively able to reduce its
overall frauds and mistakes in the corporate world. Also, it would benefit the
company to gain product innovation in a better way.
4.3 Evaluating success of assessment process
Assessment process is completely successful within the Tesco. This process has
also developed different skills and qualities within the employee’s which will help them
to achieve their individual and organizational goals and objectives. The skills which
have been developed are the team spirit, interpersonal, intellectual and different
leadership quality. Further, firm requires suitable member in order to complete the task
on given time. Further, to communicate effectively with the customers, interpersonal
skills will come into play. If these skills are not present then no proper communication is
possible (Wilkinson, 2014).
Apart from it, motivational theories played crucial role in order to boost the
morale of employees so that they can work with best of the efficiency to achieve the
organization goals and objectives. Leadership qualities plays a crucial role and leaders
have to motivate employee’s in order to direct their workforce to achieve organization
goals and objectives.
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CONCLUSION
From the above report, it is clearly depicted that Tesco is a retail firm and has
effective operations whole around the globe. Moreover, this report showcase the roles
which HR manager has to play in order to recruit and select suitable workforce. Further,
this report focuses on various leadership style which organization have to opt in various
situations. Motivational theories has been also discussed in this document which will
give reader a clear idea of the theories which is been implemented.
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REFERENCES
Books and Journals
Adeniyi, A. M., 2010. Effective Leadership Management. AuthorHouse.
Arthur, D., 2012. Recruiting, interviewing, selecting & orienting new employees.
AMACOM Div American Mgmt Assn.
Chin, J. R., 2015. Examining teamwork and leadership in the fields of public
administration, leadership, and management. Team Performance Management:
An International Journal. 21(3/4). pp. 199 – 216.
Coles, J. E. and Barritt, H. M. C., 2014. Planning and Monitoring Design Work.
Routledge.
Compton, L. R. and et.al., 2009. Effective Recruitment and Selection Practices. CCH
Australia Limited.
Herman, R. D., 2011. The Jossey-Bass handbook of nonprofit leadership and
management. John Wiley & Sons.
Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap
book about studying leadership. Sage.
Matveev, A. V. and Milter, R. G., 2010. An implementation of active learning: assessing
the effectiveness of the team infomercial assignment. Innovations in Education
and Teaching International. 47(2). pp. 201-213.
Michel, S. J., Pichler, S. and Newness, K., 2014. Integrating leader affect, leader work-
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Management: A Reader for Students and Practitioners. John Wiley & Sons.
pp.54-78.
Sims, R., 2010. Human Resource Management: Contemporary Issues, Challenges, and
Opportunities. IAP.
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Von Krogh, G., Nonaka, I. and Rechsteiner, L., 2012. Leadership in organizational
knowledge creation: A review and framework. Journal of Management Studies.
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Ward, J. L., 2011. Keeping the family business healthy: How to plan for continuing
growth, profitability, and family leadership. Palgrave Macmillan.
Wilkinson, J., 2014.Leading, Managing and Developing People. Industrial and
Commercial Training. 46(4). pp.229 – 230.
Zhang, X. and Bartol, K. M., 2010. Linking empowering leadership and employee
creativity: The influence of psychological empowerment, intrinsic motivation, and
creative process engagement. Academy of management journal. 53(1). pp.107-
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